Hillcrest Elder Candidacy Intentional Apprenticeship

Learning in Team
We began to realize that one of the greatest assets we possess is our team dynamic. Many leaders had learned great theory in seminaries but never had an experience of practically working those theories out in the context of a team. This is what Jesus did; He made apprentices in the context of a team. In fact, I cannot think of any occasion in the Gospels when Jesus spoke to one of His disciples alone. So Elder Candidacy Intentional Apprenticeship is an invitation to come into the team of elders without the guarantee of coming onto the team of elders. Candidate apprentices are able to learn what it is like to pastor, govern and lead the flock in a hands-on manner. They are faced with concrete pastoral complexities, take part in collaborative decision-making and are tested with delegated leadership responsibility. Their ability to work as part of a team is also assessed. Very often, leaders who are called and competent lack the ability to understand team chemistry, so the team learning environment is a catalyst for their development.

A One-Year (or as needed) Progressive Track
Our year together explores both general leadership development track that covers 7 C’s of leadership: character, calling, competence, conviction, charisma, culture and chemistry. These topics are covered through a series of supplemental conversations and readings. Knowing also that many of our non-vocational elders may not come with a theological background, we navigate a robust theologian background through the 9 month (or as needed) process through Wayne Grudem's Systematic Theology, that allows us to progress from a general learning environment to one with increasing intensity and specificity to our theological underpinnings.

Self-Assessment and Constructive Feedback
We begin the process with each learner and spouse assessing themselves around the previously and broadly defined 7 C’s of leadership. They suggest their areas of strength and needed development and at the end of the first year, they conduct a self-assessment interview around the same matrix to see how they have grown. They also receive constructive feedback from a team of elders who have invested in them. This value of self-assessment encourages leaders to take responsibility for their own growth in a culture of grace and truth.

Theologian Development Through Systematic Theology.
Intentional Investment with More than One Positive Outcome. The whole concept behind our apprenticeship model is that eldership is not the “holy grail.” While eldership is an intentional topic of focus, the broad leadership equipping is designed to encourage leaders to other vital aspects of kingdom leadership and by going through Systematic Theology we are able to explore the others aspects of life of the church such as prayer, worship or evangelism.

A Holistic Process of Discerning Leadership Readiness
While the intentionality of our track may have a pipeline aspect to it, the assessment process of potential elders is non-linear. It includes self-assessment, an in-depth interview from the church body, and concerted prayer on behalf of the elders. We also affirm it is just one way of building a leadership apprenticeship process and the engagement in other aspects of our local church body are critical to the process.

FINAL Assessment of Potential Elders
In going before the church for. FINAL affirmation, we have landed on our 7 C’s from Paul’s last words to the Ephesian elders in Acts 20:17-38 that have hopefully proven helpful as lenses for assessment. While we understand Scripture’s description of an elder to be male, we also see that it places a high view upon a husband and wife functioning in a healthy manner, together, both in the family and in the household of faith. This means that the assessment, while placing the weight upon the man in the area of the role of elder, there will be space for assessment that will be for both husband and wife.