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The context of the study is a Free Methodist Church in western Pennsylvania.  The project is built around the case study method which currently is used at Asbury Theological Seminary to evaluate professional action and encourage critical thinking.  The important factors which contribute to trust building are familiarity, compatibility, self-disclosure and leadership styles.  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This study sought to gather information on successful and unsuccessful transitions by focusing on three participants in each transition:  the predecessor, the successor, and the congregation.  Twenty pastors from the Western New York Conference of the United Methodist Church were chosen to be interviewed based on meeting the following criteria:  1) full-time pastors appointed at some point in their vocation to succeed a pastor who had served the congregation for nine years or more; 2) for those currently serving in that position, a minimum tenure of two years was required; and 3) for those not currently serving in that position, the term of service needed to have ended within the past five years. Data analysis was based on the transcripts of those interviews.  In regard to the three participants in pastoral transitions the major findings included:  1) the choices the predecessor made in relating to the congregation and supporting the new pastor were more important than whether he or she remained in the church and community; 2) a healthy process of grieving and letting go of the predecessor was critical if the congregation was to welcome and follow the new pastor; 3) the incoming pastor's ability to understand the congregation and exert appropriate leadership was essential in each transition.  The increasing length of pastorates in the United Methodist Church requires attention to the dynamics of succession following long-term pastorates.  This study concludes that more transitions can be successful with the provision of appropriate training that focuses on practical matters and issues of character."],"rights_statement_tesim":["https://rightsstatements.org/vocab/InC/1.0/"],"thumbnail_path_ss":"/assets/work-a3b75da7abded620ab321410c80d102e5e2417b71c54de7ba7d4b0363da904f7.png","suppressed_bsi":false,"actionable_workflow_roles_ssim":["f6c99b2a-5c91-4444-8946-01a1837f1fd8-default-approving","f6c99b2a-5c91-4444-8946-01a1837f1fd8-default-depositing","f6c99b2a-5c91-4444-8946-01a1837f1fd8-default-managing"],"workflow_state_name_ssim":["deposited"],"member_of_collections_ssim":["Asbury Theological Seminary"],"member_of_collection_ids_ssim":["6c1e11e8-b66e-47b6-8fe9-6c546c20935c"],"visibility_ssi":"open","admin_set_tesim":["Metadata Only"],"account_cname_tesim":["rim.ir.atla.com"],"human_readable_type_tesim":["Etd"],"read_access_group_ssim":["work_editor","public"],"edit_access_group_ssim":["admin"],"edit_access_person_ssim":["ckarpinski@atla.com"],"_version_":1791134344002142208,"timestamp":"2024-02-17T08:33:41.108Z","score":1.0},{"system_create_dtsi":"2023-10-11T19:55:25Z","system_modified_dtsi":"2024-02-17T08:35:41Z","has_model_ssim":["Etd"],"id":"a2496745-c9d4-4a0d-b65c-563d6bd3c85b","accessControl_ssim":["325ac89d-18e1-434e-9c63-8500385117f9"],"depositor_ssim":["ckarpinski@atla.com"],"depositor_tesim":["ckarpinski@atla.com"],"title_tesim":["Pastoral behaviors that help create and maintain a team learning environment in the church"],"date_uploaded_dtsi":"2023-10-11T19:55:25Z","date_modified_dtsi":"2024-02-17T02:51:43Z","isPartOf_ssim":["f6c99b2a-5c91-4444-8946-01a1837f1fd8"],"hasEmbargo_ssim":["af06178f-99ea-41cd-a58c-3c3df139e779"],"hasLease_ssim":["b226d01b-3da0-44b0-98c1-ae42ae0616f8"],"show_pdf_viewer_tesim":["1"],"show_pdf_download_button_tesim":["1"],"institution_tesim":["Atla RIM"],"degree_tesim":["Unknown"],"degree_granting_institution_tesim":["Asbury Theological Seminary"],"advisor_tesim":["Joel B Green"],"year_tesim":["2000"],"resource_type_tesim":["Unknown"],"types_tesim":["Text"],"creator_tesim":["Bryan D Collier"],"publisher_tesim":["Asbury Theological Seminary"],"subject_tesim":["Organizational learning","Clergy","Laity"],"language_tesim":["English"],"abstract_tesim":["Peter Senge, in The Fifth Discipline, defines team learning as 'the process of aligning and developing the capacity of a team to create the results its members truly desire.'  This synergy yields ideas and solutions not previously considered by the team.  This study identified six behaviors pastors practice that encourage a team learning atmosphere in the church.  In team learning congregations the pastoral leader values team learning, models team learning, and enters into dialogue with people.  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Data for the study was gathered by means of a researcher developed, self-administered survey mailed to the local pastors of the churches in both study groups.  The survey instrument, Nominations and Personnel Committee (NomCom) Characteristics Survey, consisted of an eight page, ninety-five question inventory which addressed organizational and relational aspects of the nomination process within the local church.  The questions were predominately closed-ended. The study revealed real differences existing between the two subject groups, one of which exhibited a stronger sense of purpose in ministry, and more careful attention to the procedural elements of their work within the Nominations and Personnel committee. 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