Supervised Training vs Mentoring
INTRODUCTION
MIP involves a process of supervised training which emphasizes theory, practice, and accountability. MIP is a supervised training practicum which includes components of mentoring, but is not strictly a mentoring program. An internship experience must focus on supervised learning opportunities with a strong training focus which must balance theory and practice.
Sometimes supervising, coaching, and mentoring are used interchangeably but there are—and should be—substantial differences. Coaching is skill-driven, short-term, and focused on behavior. Mentoring is relationship-oriented, has a long-term scope, and focuses on the whole person and not just a segment of his/her life. Supervision combines an emphasis on skills, performance, attitude, drive, knowledge, and commitment to both the task and the relationships necessary for success. Accountability then becomes a vital component in supervision.
Mentoring skills should be developed in the intern through the total experience of MIP supervised training. A goal of MIP is to produce ministers who will be effective mentors. Supervising pastors train their interns by modeling, monitoring, and motivating. All three of these are key aspects of mentoring. MIP builds on this foundation but adds the critical ingredients for effective supervision which are responsibility, evaluation, and accountability.
1) RESPONSIBILITY
God is calling leaders to be faithful and responsible to new challenges and changing times. People have high expectation of pastoral leaders. People respect leaders and they resist leaders. They love pastors and they hate pastors.
As spiritual leaders we are not always prepared for the extreme dependence some people seek from our relationship. We are not adequately prepared for the resistance or anger some people project onto us even though it is undeserved, unjustified, or irrational. Followers may behave immature and irresponsible without possessing a basic self-awareness of their own internal conflicts or self-defeating behavior. Sometimes members distance themselves from leaders, drop out of churches, vote no without a reason, and sabotage relationships with toxic behavior.
In MIP the intern is held responsible for learning from three distinct domains:
- KNOWING theological and philosophical foundations for ministry. Interns develop critical thinking skills for greater understanding of theology and leadership principles.
- DOING Internship provides unique venues for practical application and supervised learning experiences. MIP provides interns with field opportunities to concretize their academic learning via hands-on practical assignments.
- BEING MIP provides interaction, dialogue, and personal reflection necessary for absorption and integration of theory and application. A spiritually oriented life of devotion, prayer, discipline, study, and responsibility is necessary to synthesize the activities of the head and the heart.
Most educational programs or institutions bias their strategy toward the knowing (intellectual) domain. MIP intentionally seeks to place emphasis on the doing and being domains of learning with a fundamental emphasis on the intellectual/academic domain. As a pastoral ministry internship, MIP provides an intense immersion-type of experience in local church ministry. Under the supervising pastor, the intern develops practical skills and experiences critical for effective spiritual leadership. A proper balance of these three domains in training is the necessary element that undergirds a life of successful ministry.
A) Intern Roles and Responsibilities
Show respect for the opportunity to serve in the supervising church (by invitation and appointment). Seek to know the community around the local church. Study carefully the organizational structure of the supervising church, its policies and programs.
Be loyal in every way possible. You may disagree with the supervising pastor just as you might with a professor, but you submit to the supervising pastor if possible.
Be trustworthy to keep confidence and never abuse your intimate relationship with the supervising pastor and church staff. The intern must never become involved in a local problem or conflict.
Be proactive to initiate supervising conferences and ministry assignments. Be positive and constructive in all church relationships while demonstrating sensitivity to the needs of others.
Be diligent to make sure you understand your assigned duties, limitations, and responsibilities. Follow your assignments specifically as agreed upon with the supervising pastor and plan ahead to schedule and complete all tasks.
Be a good model before the church by maintaining appropriate decorum in speech, dress, manner, and attitude. Carefully follow the daily assignments and maintain personal devotions and sensitivity to the Holy Spirit.
Complete your daily journal plus specific notes concerning sharing sessions, assignments, personal observations, and reminders on fulfilling your personal vision and strategic growth plan.
B) Supervising Pastor Roles and Responsibilities
- Follow MIP guidelines and policies as outlined in the supervising pastor’s manual.
- Complete items on monthly checklist.
- Provide structure and consistence in the program.
- Meet on a regular, scheduled basis with the intern (at least once a week) for the exchange of ideas, for planning future assignments, and for performance evaluation.
- Encourage the intern to maintain a consistent and disciplined devotional life.
- Help the intern set and pursue reasonable goals and plan skillfully.
- Demonstrate the highest standards of integrity and excellence.
- Be sensitive to the intern’s personal needs, emotional stability, family relationships, and faithfulness to all program requirements.
- Work closely with the stat/regional MIP coordinator in relation to the progress of the intern.
- Complete and mail evaluation forms promptly to the state/regional coordinator (state office) and to the Department of Ministerial Development.
C) The Department of Ministerial Development’s Responsibilities for oversight and overall leadership of MIP
The Department of Ministerial Development bears a dual burden of responsibility—first to the intern and then to the denomination. It is a responsibility to provide for the participant the supervising church and pastor, and for the denomination a quality internship program which will provide excellent training for emerging leaders. MIP must also provide for the Church of God a continuing flow of competent pastors, evangelists, missionaries, etc. to serve the growing needs of the Church of God around the world.
In order to accomplish these goals Ministerial Development accepts the responsibility to faithfully carry out the mandate of the International General Assembly. Ministerial Development works under the direct supervision of the International Executive Committee, which serves as the department’s Board of Directors.
Ministerial Development sets all policies and guidelines for the Ministerial Internship Program, produces all training materials, trains program coordinators, and works with national and state/regional overseers to implement a successful internship program which operates in compliance with program requirements.
2) Evaluation
Evaluation is a critical ingredient in MIP and involves intern and spouse self-evaluation, intern performance, evaluation by the supervising pastor relative to the overall participation of the intern (and spouse).
The evaluation process begins with the initial MIP application. This application assesses the interns calling to ministry, preparation for service as a pastoral staff intern or as an intern focusing on a specialized ministry other than pastoral.
Successful completion of the Ministerial Affirmation Program (MAP) represents that the intern has been directed through an intense process of personal assessment related to calling, passion, emotional/spiritual maturity, and theological convictions.
MAP guarantees that those completing this program understand the obligations and responsibilities of a clergy calling. MAP helps the candidate appreciate the validity and significance of lay ministry in contrast to clergy ministry.
Through MAP, candidates evaluate their calling, personality strengths and weaknesses, communication and writing skills, emotional stability for conflict management, and their theological foundation for ministry and service in the Church of God.
In most cases, before enrolling in MIP, the intern has completed the Exhorter ministerial licensure examination. Preparation for this written and oral examination exposes the candidate to an in depth study of the Biblical foundation for ministry, Church of God history and polity, and Church of God doctrine and teachings.
MAP combined with the exhorter licensure process provides a good evaluation of a candidates calling, skills, and commitment to ministerial preparation.
A) Foundations for Evaluation in a Supervised Training Format
At every level of the supervised training, evaluation of the intern is a key component to the process. Initially the supervising pastor makes a personal evaluation of the intern in seeking to answer questions such as:
- Does the intern have a sense of calling to full-time vocational ministry?
- Does the intern show a mature understanding of the obligations and responsibilities of that calling?
- Does the intern demonstrate some inherent talents essential to the calling?
- Does the intern show diligence in the pursuit of necessary skills to enhance the calling?
- Does the intern have a commitment to academic preparation?
- Does the intern show evidence of spiritual maturity basic to the calling?
- Does the intern have the basic ability to communicate with people and to articulate their personal ministerial goals and philosophy of ministry?
B) Evaluation requires a contractual agreement and mutual consent between the intern and the supervising pastor
The intern and the supervising pastor contract for the evaluation to take place through:
- weekly ministry assignments
- academic studies which are part of MIP
- weekly conferences between intern and supervising pastor
- special reading assignments made by the supervising pastor
- interns behaviors and skills demonstrated while accompanying the supervising pastor during various ministry functions
- reports to the state coordinator from the supervising pastor regarding the interns progress
- the interns demonstrated faithfulness and productivity during MIP
- the supervising pastor’s review of the intern’s self-evaluations
- constant review of intern’s daily academic assignments and personal spiritual disciplines.
- the supervising pastor’s assessment concerning the intern’s marriage and/or emotional stability under the pressures of the internship.
Evaluation is a growth-oriented cooperative process that takes place between the ministry supervisor (supervising pastor) and the intern (and spouse). Each month the supervising pastor is required to complete an evaluation with the intern after completion and prior to sending the evaluation to the state coordinator.
In the monthly evaluation process, the supervising pastor will evaluate the intern (and spouse) on many areas, such as:
- ability to communicate
- faithfulness to the process and agreements
- commitment to personal and professional values
- intern’s ministry strengths and ministry weaknesses
- commitment to assignments
- grasp of theological principles; administrative responsibilities; social interactions; psychological dynamics, etc.
- Learning abilities and academic strengths
- personal habits and appearance
- demonstration of compassion and tactfulness
- response to criticism
- promptness on assignments and appointments
- cooperation with others
- resourcefulness in planning
- demonstration of leadership qualities
- confidentialities; attitudes; teach-ability
- intern’s potential for ministry
- how does the intern handle the pressures of secular work while doing MIP
- how does the intern match or conflict with the overall personality of the supervising Church of God, the intern’s attitude toward lay leadership, and team work.
C) Assessment in Supervised Training vs. Informal Mentoring
Mentoring is important and is a valuable way to share knowledge, experience, and expertise. Mentoring pairs talented, experienced mentors with promising, less experienced mentorees.
Mentoring is relational, while supervised training is functional. Mentoring focuses on personal and/or professional development which may be outside the mentoree’s area of work. Supervised training is specifically focused on professional development in a specific career field.
1) Supervised training and formal mentoring include:
- a link to strategic organizational objectives
- established goals
- measurable outcomes
- open access for all who qualify
- careful pairing of interns and trainers
- both training and support are always provided
- the organization benefits directly
2) Characteristics of informal mentoring include:
- no specific or measurable goals
- unknown outcomes
- limited program structure
- mentors and mentorees select each other
- mentoring is long term
- no specific training or support is included
- the organization benefits indirectly, if at all
Supervised training, of the type in MIP, is a combination of formal mentoring including focused training. This combination provides the most effective type of program for professional development.
3) The structure of training in MIP provides the following benefits:
- enhanced ministry initiatives
- motivated learning and retention
- produces productive leaders
- promotes teamwork and unity
- enhances personal development
- accelerates the sharing of knowledge and information necessary for ministry leadership.
- creates opportunity for multicultural expansion and relationship building
- Over time, creates a mentoring culture which continuously promotes individual growth and development
- trainers and interns learn from each other
- MIP re-energizes the supervising pastor’s ministry
- MIP promotes the unions of individuals mutually concerned about positive change
- interns receive critical feedback in key areas
- MIP develops a sharper focus on what is needed to grow spiritually and professionally within the Church of God
- teaches specific skills
- MIP enlightens interns about the organizational culture of the Church of God and about unspoken rules which can impact successful ministry
- in MIP, interns find relationships with trainers and/or fellow interns where it is safe to share frustrations as well as successes.
3) Accountability
The final critical ingredient in supervised training is accountability. The system must hold both the supervising pastor and the intern accountable for faithful commitment and follow through concerning the requirement of MIP as well as the process of spiritual leadership.
An important part of the role of a supervising pastor is to help the intern develop ministerial competencies. These represent the skills, knowledge, and attitudes necessary for personal and ministerial success.
Early in the program the supervising pastor should explore the intern’s areas of need for development focusing on skills, knowledge, and attitude.
Some possible needs which may be identified and targeted are as follows:
A) Skills
- Sermon preparation and presentation
- writing letters and manuscripts
- basic computer skills
- reading and financial report
- designing and maintaining a church budget
- church record keeping system
- balancing work and personal demands
- basic counseling skills
- thinking strategically
- resolving conflict
- equipping lay leaders and team building
B) Knowledge
- theological concepts and principles
- church polity and organization
- legal concepts significant to churches
- rules of confidentiality
- rules of personal conduct
- how to moderate business meetings
- unwritten rules for success within the Church of God
- principles for negotiating consensus
- physical and psychological conditions most frequently presented to pastors
- how to make counseling referrals
- how to relate to medical personnel serving church members
- how to maintain credibility and integrity
C) Attitudes
- how to recognize, achieve, and maintain emotional and spiritual maturity
- how to deal with disappointment and betrayal
- facing criticism and keeping focus on priorities and convictions
- dealing with fear and anxiety
- understanding success in life is linked to self-esteem
- how to assess your personal effectiveness
- evaluating strengths and limitations
- how negative thoughts effect behavior
- the basis of positive personal development is positive self affirmations and positive self-acceptance
- understand results of positive attitudes in action
- develop the power of resilience
- consequences of unfulfilled needs
- developing tolerance and understanding of others
- mental distress and the inability to forgive
- dealing with difficult people and negative reactions toward you
- identify your behaviors under severe distress or conflict
- calmly face discourtesies, accusations and injustices—if you cannot usually do this, identify your common reactions
- creative problem-solving skills which avoid indecision
- the motivational power of deep beliefs and purposeful attitude
- happiness and success come from having dreams and working to make them come true
Conclusion
The MIP training process is unique and life-changing. It does include key components of mentoring, but goes far beyond modeling, monitoring, and motivating. MIP supervision involves supervised training which focuses on responsibility, evaluation, and accountability. The MIP intern is held responsible for knowing, doing, and being. Interns and supervising pastors have very specific roles and responsibilities for which they are both evaluated and held accountable. This supervised training process evaluates the quality of ministerial service and leadership integrity in the intern and holds the intern accountable by focusing on skills, knowledge, and attitude.
The MIP training process is tough and requires great discipline and commitment on the part of the interns. It is also a process which includes affirmation, support, and respect. MIP is about growing and building strong relationships where people are empowered to serve and to trust with passion and a clear vision.
