The initial assignment was asked to provide the below post based on the following concepts from chapter 2 of Teaching Today’s Teachers To Teach by Griggs, Donald L. 1. Change from a “doing my duty” approach to a “this is my ministry” approach. 2. Change from recruiting to calling the teachers based on their gifts. 3. Emphasize what is expected of teachers rather than understating the expectations. ANALYZE – (a critical assessment) Questions to consider in your analysis: 1. Are the concepts relevant, realistic, manageable? Why/Why not? 2. Which concept(s) resonate with you? Why/Why not? 3. Which concept(s) do not resonate with you? Why/Why not? Now Provide a discussion reply to each of the posts listed. Reply with 130 words for each post. In 130 words, respond to the below post #1: Post #1 The band-aid solutions about the ways in which some Christian education programs in some churches are conducted end up becoming short-lived. The two concepts for this week clearly alluded to that in my view. In order, to have effective Christian education programs in the church, the pastor along with the congregation should first identify the need for such program (s) by praying; selling the ideas to the people by teaching them, and having them own those programs. The danger of just imposing programs as a pastor or Christian education leaders on the people without them taking ownership will certainly come to an end once you leave as the pastor or Christian education leader because either they have been coerced into doing those programs or they did not understand while they were doing them in the first place. The concepts are relevant for pastors and Christian education leaders to glean ideas about how to avoid creating programs that are not applicable in that setting because it might not be realistic and manageable. Both concepts resonated with me because they help me to understand that Christian education programs are not implemented be it in the church or other ministry settings to score points but rather to teach people about their gifts and how they can use those gifts in building God’s Kingdom. There is a nominating committee in the church that I am serving that is responsible to nominate leadership each year and this week reading about recruiting to fill up vacancies clearly reminded me about how leaders are recruited just to fill those vacancies and in many instances, people have been dysfunctional in leading or resign the post. The whole idea about people understanding their calling is critical for Christian education to be effective because people are involved based on their relationship with God and the call upon their lives. 130 words, respond to the below post #2: Post #2 Christian education leaders often make the mistake of recruiting teachers rather than calling them. According to Griggs teachers should be called so that their gifts are juxtaposed throughout their teaching career in the church. In doing so it creates a safe and hospitable environment for teachers, leaders, students, and the community. Change from recruiting to calling teachers based on their gifts is a relevant concept because it’s biblical and it also satisfies one’s thirst to serve. As the author states, God has always called people to ministry and sometimes people accept the calling with reluctance. However, when one is offered uplifting and inspiring words the confidence level is raised and the minister is equipped and ready to serve God’s people. Finally, Griggs suggests that this concept can be managed if we seek God in prayer and petition for divine guidance in the selection process. After all the purpose of ministry is to restore, comfort, and shelter the sheep. Emphasize what is expected of teachers rather than understanding the expectations is another concept Griggs discusses. I concur that emphasis should be placed on a teacher’s expectations because teachers should be held at the highest standards in any classroom setting. This concept is important because accountability lies at the intersection of goals and teaching. Also, teachers have a tendency to gain confidence when accountability is a key factor. Teachers get excited and they view their profession as valuable as others. This concept can be managed by leaders if they are willing to take the time to get to know the teachers and engage them. Griggs suggests that teachers should know exactly what is expected of them. For example, they should be expected to practice the teaching of the church’s ministry, know what gifts should be developed and used, and what blessings and benefits they can expect to receive. I can relate to this topic because, during my last 10 years of teaching, I had a principal who visited my classroom every single day for 10 years. In the beginning, I was very annoyed with her. However, when I received my first evaluation I was shocked and honored to receive a report that provided positive and helpful feedback. That principal held all staff to the highest standards; teachers, custodians, and volunteers. She expected each student to make substantial progress throughout the year.
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