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.

Leader Info
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