Pastoral Care

1. Pastoral Care AnnualLiving Waters Leaders meeting Wednesday, June 1st 2011

2. Pastoral Care • What is involved in pastoral care in LW • General principles • Practical considerations • What are the boundaries and pitfalls

3. What is involved in pastoral care in LW?

4. What is involved in pastoral care in LW? In role description for leaders at all levels: “maintain healthy team”

5. What is involved in pastoral care in LW? In role description for leaders at all levels: “maintain healthy team” Pastoral care in LW is about the commitment of the leader towards the team members that he/she is in a good place: spiritually, physically, mentally and relationally.

6. What is involved in pastoral care in LW? In role description for leaders at all levels: “maintain healthy team” Pastoral care in LW is about the commitment of the leader towards the team members that he/she is in a good place: spiritually, physically, mentally and relationally. It is not about control. It does not mean that the leader is the pastoral counselor for their team members.

7. General principles An individual team member is responsible to have his/her support system organized and working: - accountability partner - prayer partner(s) - if needed during a period: pastoral or professional counseling

8. General principles Voluntary disclosure by the individual team member to the team leader in case of (doubts about) not meeting the leadership requirements.

9. General principles Role of the leader: • Ask: ”is your support system in place?” • Advice on possibilities for outside help • Be sensitive on what to share in the whole team • Decide what team role is appropriate during period of restoration • “ discipline”: this is always aimed at personal restoration and restoring the person back to leadership .

10. Practical considerations

11. Practical considerations Regular contact: alongside the “work relationship”

12. Practical considerations Regular contact: alongside the “work relationship” Start of each program: discuss the requirements for leadership; all team members sign this

13. Practical considerations Regular contact: alongside the “work relationship” Start of each program: discuss the requirements for leadership; all team members sign this Once a year a personal encounter, with input from Integrity paper & Questionnaire

14. Boundariesand pitfalls

15. Boundariesand pitfalls • Keep people in a place of personal responsibility

16. Boundariesand pitfalls • Keep people in a place of personal responsibility • Support system needs to be outside the team (accountability, prayer, counseling)

17. Boundariesand pitfalls • Keep people in a place of personal responsibility • Support system needs to be outside the team (accountability, prayer, counseling) • Co-dependency (too close)

18. Boundariesand pitfalls • Keep people in a place of personal responsibility • Support system needs to be outside the team (accountability, prayer, counseling) • Co-dependency (too close) • No news is good news; “don’t ask, don’tell” (too loose)

19. Boundariesand pitfalls • Keep people in a place of personal responsibility • Support system needs to be outside the team (accountability, prayer, counseling) • Co-dependency (too close) • No news is good news; “don’t ask, don’tell” (too loose) • Lack of personal chemistry between leader and team member