Promotion Plans for the C.of E. – (see ‘The Apprentice’)

6 January 2015, 4.55pm AEDT

With regret, the Church of England is turning into The Apprentice

I’m not looking for no Steady Eddies. PA

The Church of England is making radical changes to its leadership structure. Talented clergy are to be taken aside and trained to rise straight to the top. While changes are not necessarily a bad thing, what seems to be on offer is an ecclesiastical version of The Apprentice.

The shake up is coming on the recommendation of a report compiled by Stephen Green, an ordained priest, former government minister and erstwhile chairman of HSBC. The report proposes a project to groom talent for high offices in the Church of England. The recommendation has already been accepted and the hunt for leaders is on.

Candidates for the leadership development programme will be plucked from a select group of clergy who will be identified as “having talent”. They will go through rigorous training in management skills. Depending on their performance at the talent pool stage, they will progress to occupy higher offices or, presumably, be shown the door.

Just as in Alan Sugar’s boardroom, the muck will be ruthlessly separated from the brass. Candidates are either deposited right at the top of the ladder or discarded.

Using management skills to enable priests to become better leaders is not necessarily a bad thing. It could perhaps help them to be faithful ministers of the Gospel and to effectively reconcile the broken community. But in its soul searching, the church is looking for help from a sector that has proved time and time again to be morally vacuous.

The right values? Ian West/PA Wire
Click to enlarge

Talent scouting and leadership development are core principles in the corporate world but they have become the means through which the church proposes to produce custodians of the Gospel. These are people who are supposed to transform individuals, nations and societies.

The banking sector is just one example of ethical ineptitude. “Talent” there, and all over the corporate world, is measured by one’s success, regardless of whether that success comes at the expense of others. Selfish “talent” is often rewarded, perpetuating performance-based leadership. If you don’t show profit, you’re fired.

The church is already succumbing to similar values as attendance continues to decline. There is an increasing pressure to demonstrate numbers to justify its existence, fuelled by an obsession with growth found in the more evangelical sections of the church.

The very idea of changing the vocation of priests to train as managerial leaders is not a solution to this problem. It is the last thing the church needs. Martyn Percy, the Dean of Christ Church in Oxford has warned that this project has little theological, academic or spiritual basis – and he’s right.

Leaders are made by the people they lead, not exclusively by their own merit. Leaders will lose their authenticity, even if they are in the select talent pool, if they lose touch with the people they are called to serve. The Apprentice model on offer here is a recipe for entrenching an elitist, Bullingdon Club style management structure on the church.

The leadership programme is being billed as the solution to getting a more diverse group of people into senior positions in the church. The intention is therefore honourable, but that doesn’t make the method any less questionable.

In their boardroom, we could start to see clergy displaying their talent for attracting members, growing congregations and tenacity, rather than being servants, stewards and shepherds.

If this proposed process goes ahead, the result would be well managed mega churches, not a strong and faithful community of followers of Christ in their local contexts. By rushing to remedy the leadership malaise in the CofE, it runs the risk of being governed by well groomed priestocrats.


The very last paragraph in this article from the web-site of ‘The Conversation’ (provided, in this instance, by ‘Thinking Anglicans’) says a great deal about the problems envisaged in the new program of planning for bureaucratic efficiency arising from the ‘Green Report’, offered to the Church of England as the means whereby future bishops and leading clergy might be selected for their administrative potential.

The author of this report, The Revd Anderson Jeremiah, Anglican priest and Lecturer in World Christianity at Lancaster University in the U.K., offers his opinion of how such ‘market-oriented’ leadership might be a problem for the Church of England:

“The church is already succumbing to similar values as attendance continues to decline. There is an increasing pressure to demonstrate numbers to justify its existence, fuelled by an obsession with growth found in the more evangelical sections of the church.”

The spiritual heart of the Church has never been identified with numerical membership, which is a pre-occupation normally associated with more worldly enterprise. Business-type executive skills have never – hitherto – been considered a necessary qualification for pastoral ministry, even though such skills may be part of the basic formation of any person called into Christian ministry. Indeed, the current Archbishop of Canterbury, The Right Reverend Justin Welby, is a former oil company executive, but that was not the basis on which he was ordained priest, or elected as an archbishop in the Church. Presumably, his call was from God, in the first instance, to serve as a priest and pastor. His gift to the Church may well be as a conciliator, but that may be a purely spiritual gift, not necessarily requiring an MBA in Theology/Management Skills.

What the Church of England may need, to even survive in the present climate of worldly disillusion with the Church, is a more people-focussed understanding of human need – a clearer determination of how the Church deals with matters of human flourishing in a rapidly expanding ‘market-driven’ valuation of human resources dedicated to the further enrichment of the successful and powerful of society – such as might be represented by the proposed elite management-style leadership of the future Church.

Perhaps the Anglican Communion needs to look very closely at how Pope Francis is seeking to disempower the bureaucratic management of the Roman Catholic Church. In concentrating on the spiritual and material interests of the marginalised of the world – rather than augmenting the power base of the Vatican – Pope Francis is recognised as a worthy successor of his name-sake, St. Francis of Assisi, whose ministry and work was based on his love of, and care for, the poor and disenfranchised – the majority of the world’s population.

The Green Report’s focus on business management by the clerical hierarchy of the Church is precisely what has been proved to be the bete noir of Vatican administration that is now being down-sized by the Successor of Saint Peter in Rome. As Archbishop Temple once implied; the Church is the only organisation designed to exist, not for its own sake, but for the sake of the world it has been called to serve. Business models rise and fall by the skills of their administrators. Whereas the Church of God is maintained by the Spirit of God – and those to whom the Spirit is given.

See also:

Father Ron Smith, Christchurch, New Zealand


About kiwianglo

Retired Anglican priest, living in Christchurch, New Zealand. Ardent supporter of LGBT Community, and blogger on 'Thinking Anglicans UK' site. Theology: liberal, Anglo-Catholic & traditional. regarding each person as a unique expression of Christ, and therefore lovable.
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