PROPOSED
2019 DEACON INDUCTION PROCESS
Phase 1
Candidates Picked
April - June
Candidates demonstrate a lifestyle of "loving God, loving others, and making disciples," and show a high capacity to serve in a greater position.
New candidates are invited into the process, after being agreed upon by current deacons at their monthly meeting on Monday, June 3, 2019.
New candidates are also linked to the "Leader Info," and instructed to read the critical documents about deacons posted there.
Phase 1 ends with a
"Get To Know You" meal and prayer time
Friday, July 26
Phase 2A
Leadership Course
Begins Monday, August 5
Candidates demonstrate a lifestyle of "loving God, loving others, and making disciples," and show a high capacity to serve in a greater position.
New candidates are invited into the process, after being agreed upon by current deacons at their monthly meeting on Monday, June 3, 2019.
New candidates are also linked to the "Leader Info," and instructed to read the critical documents about deacons posted there.
Phase 2B
Personal Interviews
August 19- September 9
These interviews are assigned by the chairman of deacons, conducted by elders with new deacon candidates.
These are casual and informal meetings for the purpose of hearing testimonies, discovering gifting, and exploring calling on each new candidates life.
Phase 2C
Follow-Alongs
September 1 - 22
New deacon candidates have the chance to follow along on Sundays and during lifegroups to see how current deacons perform their role. This is a great mentoring opportunity for candidates in a wide range of ministry activities.
Phase 2 ends with a
Deacon Prayer Dinner
Friday, September 27
Phase 3
Installation of New Deacons
Sunday, September 29, 2019
We will introduce new deacons, and pray for church leadership during the Sunday morning services.
Phase 3 ends with
First Deacon Meeting
Monday, October 7, 2019
In addition, I recommend we do better at
Mentoring Deacons
On an ongoing basis
I feel that part of the reason we have resistance and difficulty with deacons over a long period is because we have not "added value" to their role here.
Like with all of us, it is easy to get bogged down in the "what," and forget about the "why." I feel our deacons need a constant drip of vision into their hearts. That is the Elder's role.
Suggestions:
3/1 breakfast
discipleship (leadership) book
quarterly all-deacon breakfast
positively recognize from stage