However, as the pool for leadership is dwindling, few such programs exist. Those elected to congregational leadership come from a variety of ministries and positions of leadership. However, congregational leadership is a new ministry that draws on various skills. A possible question that emerges is, “What is ours to do?” Perhaps viewing leadership from the lens of stewardship can be a way to lead a congregation in these challenging times.
The Code of Canon Law is clear about the role of leadership – “to nourish the spirit of the members, cultivating virtues and in the observance of the laws and traditions of the institute, meet the personal needs of the members in an appropriate fashion” (Canon 619). The concept of stewardship, in a similar manner, calls for responsibly managing resources. The pillars of stewardship – time, talent, and treasure – can be a lens for congregational leadership.
Time
Where does leadership spend their time? Internally, a team may choose to conduct a time study of their various responsibilities, which could provide insights. Perhaps looking at the results of such a study, members of the team can ask one another, “Is this the role of leadership?” Given the gifts that each of the leaders have coming into leadership can direct their energies. For example, someone coming from a background in education, may wish to spend time addressing the school issues. Someone coming from a strong pastoral approach, perhaps in parish work, may choose to address the pastoral needs of the members. A leader with a strong financial background may focus on the financial status of the congregation. All of these are areas that may call a leader’s attention.
Are there other ways to meet these demands of a congregation? Hiring lay leaders can help address these and other areas. An experienced Chief Financial Officer and a Chief Executive Officer/Chief Operating Officer can give the leadership time to look at the big picture, such as the issues emerging for religious life. A congregation may have a health care center for the care of their sisters. Hiring a qualified health care administrator – particularly for a licensed facility – can bring the level of expertise that is needed in this changing world.
Talent
How many congregations, in preparation for a Chapter of Elections, surface qualities needed for the next leadership team? In reviewing these qualifications, one might wonder if Jesus Christ himself can meet those needs! One area leadership needs to be focused on is the future – not of a particular congregation but of religious life in service to the People of God.
Earlier in the evolution of religious life, members staffed schools, hospitals, and other sponsored ministries. As the median age of religious life rises, individuals are no longer able to provide the labor that was once provided. A key factor for the future is training lay leaders for the various ministries. In a similar way, as mentioned earlier, hiring lay leaders with the expertise that is needed to administer the complex organizations of religious institutes is one path to take.
Treasure
As we look at the history of religious life, we once valued institutions – school or hospitals, the motherhouse, and various ministries. While leadership delegated administrative responsibly to the members of the congregation, leaders assumed the oversight. What is the treasure that religious congregations wish to carry into the future? It is not buildings and land but rather the charism of the congregation, giving witness to the needs of our global community.
As we look around, there are creative approaches being taken to address these needs for the future. A Public Juridic Person (PJP) is an initiative that some congregations explore for schools, hospitals, and perhaps for their various ministries. Congregations are seeking partners in various ways. One way is to transfer ownership of their motherhouses and grounds to other entities. In doing so, leadership is relieved of oversight and, perhaps, financial responsibility. Many congregations may be looking at significant renovations that will retrofit their buildings for emerging needs. Exploring these various options invites partnerships in new ways.
Religious congregations do not walk this path alone. LCWR, NRRO, and the Resource Center for Religious Institutes (RCRI) provide invaluable resources. There is no prescribed model where a leadership team chooses to spend their time or utilize the talent in new ways that professionals can offer. In doing so, they realize the treasure that the congregation values is emerging in new ways. Just as religious are facing a new moment in the evolution of religious life, so too is the model of leadership emerging. Having the congregational leadership discern where they spend their time, utilize the talents with those who have the expertise, and how they steward their treasure invites a new perspective on leadership.