Ongoing Dialogue Sample Clauses

Ongoing Dialogue. Increasingly conflicts involving congregational staff, including the minister, seem exacerbated or even triggered by different life experiences, identities, and expectations. Congregational leadership need to be attuned to this possibility, and promptly address it with outside facilitators if necessary.
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Ongoing Dialogue. The Board and Minister recognize the different cultural, racial/ethnic, ability, gender, sexual orientation, generational, economic, social and theological experiences and identities that exist within our congregation. While the Board and Minister acknowledge that these differences are a source of great strength, our own limited skills to connect or our levels of discomfort with these differences may also contribute to concerns, disagreements, or organizational conflict.
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Ongoing Dialogue. The Board and Interim Minister recognize the different cultural, racial/ethnic, ability, gender, sexual orientation, generational, economic, social, and theological experiences and identities that exist within our congregation, aware that these differences can be sources of both strength and challenge.
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Ongoing Dialogue. The Board and Interim Minister recognize the different cultural, racial/ethnic, ability, gender, sexual orientation, generational, economic, social, and theological experiences and identities that exist within our congregation, aware that these differences can be sources of both strength and challenge. The Board, the Interim Minister, and the Transitions Team commit to honest and ongoing communication about how identity and power impact and shape the congregation. The Board and Interim Minister commit to addressing concerns that arise, recognizing that conflict is inherent to a diverse community. Congregational leaders will consider how differences in identity, experience, or power might be a factor in any conflict. The Board and Interim Minister will hold themselves accountable to our shared values and may seek an outside facilitator from the UUA or other mutually agreeable organization. Increasingly, conflicts involving congregational staff, including the minister, seem exacerbated or even triggered by different life experiences, identities, and expectations. Congregational leadership need to be attuned to this possibility, and promptly address it with outside facilitators if necessary.
Sample 1Sample 2
Ongoing Dialogue. The Board and Minister recognize the different cultural, racial/ethnic, ability, gender, generational, economic, social and theological experiences and identities that exist within our congregation. While the Board and Minister acknowledge that these differences are a source of great strength, they may also be a source of or contributor to concerns, disagreements, or internal conflict. The Board, the Minister, and the Committee on Ministry commit to open, truthful and ongoing communication about the ways in which identity and power impact and shape the congregation. When issues, concerns, and conflicts arise, the Board and Minister commit to addressing the issues at hand, recognizing that conflict is an inherent part of making choices within a diverse faith community. Congregational Leaders will make space to thoughtfully consider how differences in identity, experience, or power might be a factor in any conflict. The Board and Minister will be guided by our Unitarian Universalist Principles and the accountability of community. To help create a path forward, the Board or Minister may seek an outside facilitator from the UUA or other mutually agreeable organization. .
Sample 1
Ongoing Dialogue. (New Provision): Recognizing that different experiences and identities are both a strength and can be a source of conflict, the Board, the Minister, and the Committee on Ministry commit to open, truthful and ongoing communication about the ways in which identity and power impact and shape the congregation. When concerns, issues, and conflicts arise, the Board and Minister commit to addressing the issues…and may seek an outside facilitator… 2.1. Services to the Board and Leadership Groups
Sample 1
Ongoing Dialogue. The Board and Minister recognize the different cultural, racial/ethnic, ability, gender, sexual orientation, generational, economic, social, and theological experiences and identities that exist within our congregation, aware that these differences can be sources of both strength and challenge. The Board, the Minister, and the Committee on Ministry (if established) commit to honest and ongoing communication about how identity and power impact and shape the congregation. The Board and Minister commit to addressing concerns that arise, recognizing that conflict is inherent to a diverse community. Congregational leaders will consider how differences in identity, experience, or power might be a factor in any conflict. The Board and Minister will hold themselves accountable to our shared values and may seek an outside facilitator from the UUA or other mutually agreeable organization.
Sample 1
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Ongoing Dialogue. The Board and Interim Minister recognize the different cultural, racial/ethnic, ability, gender, sexual orientation, generational, economic, social and theological experiences and identities that exist within our congregation. While the Board and Interim Minister acknowledge that these differences are a source of great strength, our own limited skills to connect or our levels of discomfort with these differences may also contribute to concerns, disagreements, or organizational conflict. The Board, the Interim Minister, and the Transitions Team commit to open, truthful, and ongoing communication about the ways in which identity and power impact and shape the congregation. When issues, concerns, and conflicts arise, the Board and Interim Minister commit to addressing the issues at hand, recognizing that conflict is an inherent part of making choices within a diverse faith community. Congregational Leaders will make space to thoughtfully consider how differences in identity, experience, or power might be a factor in any conflict. The Board and Interim Minister will be guided by our Unitarian Universalist Principles and will hold themselves accountable to our shared values. To help create a path forward, the Board or Interim Minister may seek an outside facilitator from the UUA or other mutually agreeable organization.6
Sample 1
Ongoing Dialogue. The Board and Minister recognize the different cultural, racial/ethnic, ability, gender, sexual orientation, generational, economic, social and theological experiences and identities that exist within our congregation. While the Board and Minister acknowledge that these differences are a source of great strength, our own limited skills to connect or our levels of discomfort with these differences may also contribute to concerns, disagreements, or organizational conflict. The Board, the Minister, and the Committee on Ministry commit to open, truthful, and ongoing communication about the ways in which identity and power impact and shape the congregation. When issues, concerns, and conflicts arise, the Board and Minister commit to addressing the issues at hand, recognizing that conflict is an inherent part of making choices within a diverse faith community. Congregational Leaders will make space to thoughtfully consider how differences in identity, experience, or power might be a factor in any conflict. The Board and Minister will be guided by our Unitarian Universalist Principles and will hold themselves accountable to our shared values. To help create a path forward, the Board or Minister may seek an outside facilitator from the UUA or other mutually agreeable organization.7
Sample 1

Related to Ongoing Dialogue

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