Communication CovenantLast summer, our Leadership Team created and approved a policy (though we sought to avoid using the term “policy”) describing our desired approach to communication. The heart of this policy, though, was more than merely setting up a procedure to express feedback. Honestly, the policy was created as an expression of the type of healthy communication we would like to foster among us as a church. For this reason, we call it a “covenant”.

A covenant describes a mutual commitment toward one another, which we have laid out. This specific covenant expresses our desire for those times when feedback or concerns need to be brought to the leadership of the church. But we hope that it is also an example of the kind of healthy, direct communication that we can have among us as a community of believers. Because really, that’s the point. The point isn’t to give you a checklist of steps to fulfill in order to communicate with the leadership of our church. The point is to express our expectation and desire to be a place where healthy, edifying communication happens. Since this is an ongoing process that we want to cultivate, I’d like to encourage us to review these commitments and considering what that means in our ongoing life together as a church.

Although guidelines like these can be perceived as discouraging communication (because it puts boundaries around communication in order to minimize unhealthy and destructive communication), I truly believe this covenant actually encourages and supports greater communication because it encourages direct and honest communication (which is by far more effective).

All that to say: please continue to look over this covenant. It was written as intentionally and succinctly as possible, so if there is something you want clarification on, please don’t hesitate to check in with me and ask. I’d be happy to dialogue. Many blessings!

Communication Covenant

Approved: 7/8/14

1) Feedback is to be offered with a presumption that it is a welcomed and healthy part of community life. We commit to bringing feedback in a humble and sincere way. Meanwhile, our leaders commit to receive that feedback with humility and sincerity.

2) Feedback is expressed clearly and directly to a Leadership Team member or Ministry Team leader. This ought to be done at a time when thoughtful clarification can happen.

3) Our leaders commit to understanding a) what the concern is, and b) why the concern is felt.

4) Our leaders commit to bringing non-anonymous feedback to either the Leadership Team or the proper Ministry team for prayerful consideration.

 5) Our leaders commit to responding to your feedback.