Is the Christmas story fact or fiction? This episode features possibly the greatest Christmas Kung-Fu story ever told.
Monthly Archives: December 2017
Dystopia Now: the present reality of Children of Men
Educating For Purposeful Living
Church Life Snapshot:What can Victorian Baptists learn from NCLS 2016
National Church Life Survey have been developing questions and ways of analysing healthy leadership since 1991. The survey of hundreds of thousands of Australian church-goers, including 9000 Victorian Baptists, offers insights into the strength and possibilities of new growth and energy that could lead to fruitful mission around our churches.
We noted optimistic signs in a previous BOM snapshot that:
68% of surveyed Victorian Baptist attenders are at least partly aware of and committed to the direction their church is going in.
49% are fully confident their church can achieve their church’s goals and directions, and another 32% are partly confident.
36% strongly agree that they would support new initiatives and another 50% said they agree.
73% of attenders agree their church is always ready to try something new.
Thankfully Victorian Baptists are showing a healthy openness to change and innovation.
This snapshot focuses on attenders’ involvement and giftedness as leaders.
Firstly, a good proportion of Victorian Baptists who were surveyed are involved in some form of leadership or ministry. 41% said they perform at least one leadership or ministry role. Churches need to empower the whole people of God for ministry and mission. This is not just about ministry roles in the church of course. God’s people need support if discerning and fostering the mission of god beyond the walls of the church. But healthy churches always have a higher proportion of people in the church contributing to their ministries, rather than relying on the hired holy people or few eager volunteers.
However, it is worth stating the almost obvious other element about this figure. 41% of people involved in at least one role means that 59% are not contributing in any leadership or ministry role! Moreover, 41% involvement is the lowest involvement in Victorian Baptist church life for two decades. It was 50% in 2001, up to 52% in 2006, and then on the decline to 45% in 2011 and now 41% in 2016. We ca celebrate those who are involved and released into ministry or leadership, but also be hugely challenged to consider how we can encourage others to contribute in meaningful ways.
NCLS asked attenders about whether they feel encouraged to identify and use their gifts. This is a key question about the extent to which our pastors and leaders are empowering of others. In 2016, 21% of surveyed Victorian Baptists said that their leaders encourage them to find and use their gifts to a great extent. This is slightly increased from 18% in 2011 but down from 22% in 2006 and 27% in 2001.
There seems to be an unfortunate downward trend in people being involved in leadership and ministry, and having their gifts identified and encouraged.
When you look at other responses, it is encouraging that another 31% say their leaders encourage them to find and use their gifts and skills to some extent (so at least 52% feel this is done for them to a great extent or to some extent). But many do not feel their gifts are identified or exercised. 58% of people are happy with their current level of involvement. Interestingly 1% would like to be less involved and a little less overworked! But a huge 30% say they would like to be MORE involved. What a resource for local church ministry and mission if local church leaders could give a little effort and focus to identifying and empowering people in their gifts and skills.
It is interesting to look also at generational differences in how people say their gifts and skills are encouraged. A higher proportion (58%) of the younger generation of 15-31 year olds (Gen Y) feel their gifts and skills are encouraged to at least some extent, compared to 50% of 32-52 year olds (Gen X) and 52% of 53+ year olds (Boomers, Busters and Builders). It is encouraging churches are actively encouraging more younger people to be involved, though this difference is also a warning not to forget the potential contributions of Gen X and older generations of gifted and skilled Christians.
The final insight about the Victorian Baptist responses was where people felt they had gifts and skills, and in what roles they were contributing. There is a healthy self-awareness of people’s own gifts and skills shown in their responses, and a healthy mixture. It is terrific to see, for example, that 35% of attenders feel their gifts and skills include hospitality, and 33% feel they have strong interpersonal gifts. These sort of responses are helpful for individual local churches to consider their gift mixes, and for leaders to talk to people about where they can best contribute.
Again, it is also helpful that these responses are available in generational categories. For example, it is interesting that a high proportion (42%) of GenY 15-31year olds in Victorian Baptist churches identify gifts and skills in music, compared to 25% of Gen X 32-52 year olds and only 17% of older generations 53+. Moreover, 27% of Gen Y attenders perform a role in worship services, compared to 20% of Gen X and/or older generations. This might also say something about the sort of young people that our churches attract and keep; i.e., are we retaining younger generations who are not into music?
Local churches can be a great gift to their communities and neighbourhoods. When their gifts are identified and empowered, church members can add such value to their local church and through the ministry of their church add value to their communities. These NCLS responses suggest much we can celebrate about Victorian Baptist church life. It also suggests many areas where we can better identify and empower the talented and gifted contributions of people across the generations in our churches.
Church Life Snapshot:What can Victorian Baptists learn from NCLS 2016
National Church Life Survey have been developing questions and ways of analysing healthy leadership since 1991. The survey of hundreds of thousands of Australian church-goers, including 9000 Victorian Baptists, offers insights into the strength and possibilities of new growth and energy that could lead to fruitful mission around our churches.
We noted optimistic signs in a previous BOM snapshot that:
68% of surveyed Victorian Baptist attenders are at least partly aware of and committed to the direction their church is going in.
49% are fully confident their church can achieve their church’s goals and directions, and another 32% are partly confident.
36% strongly agree that they would support new initiatives and another 50% said they agree.
73% of attenders agree their church is always ready to try something new.
Thankfully Victorian Baptists are showing a healthy openness to change and innovation.
This snapshot focuses on attenders’ involvement and giftedness as leaders.
Firstly, a good proportion of Victorian Baptists who were surveyed are involved in some form of leadership or ministry. 41% said they perform at least one leadership or ministry role. Churches need to empower the whole people of God for ministry and mission. This is not just about ministry roles in the church of course. God’s people need support if discerning and fostering the mission of god beyond the walls of the church. But healthy churches always have a higher proportion of people in the church contributing to their ministries, rather than relying on the hired holy people or few eager volunteers.
However, it is worth stating the almost obvious other element about this figure. 41% of people involved in at least one role means that 59% are not contributing in any leadership or ministry role! Moreover, 41% involvement is the lowest involvement in Victorian Baptist church life for two decades. It was 50% in 2001, up to 52% in 2006, and then on the decline to 45% in 2011 and now 41% in 2016. We ca celebrate those who are involved and released into ministry or leadership, but also be hugely challenged to consider how we can encourage others to contribute in meaningful ways.
NCLS asked attenders about whether they feel encouraged to identify and use their gifts. This is a key question about the extent to which our pastors and leaders are empowering of others. In 2016, 21% of surveyed Victorian Baptists said that their leaders encourage them to find and use their gifts to a great extent. This is slightly increased from 18% in 2011 but down from 22% in 2006 and 27% in 2001.
There seems to be an unfortunate downward trend in people being involved in leadership and ministry, and having their gifts identified and encouraged.
When you look at other responses, it is encouraging that another 31% say their leaders encourage them to find and use their gifts and skills to some extent (so at least 52% feel this is done for them to a great extent or to some extent). But many do not feel their gifts are identified or exercised. 58% of people are happy with their current level of involvement. Interestingly 1% would like to be less involved and a little less overworked! But a huge 30% say they would like to be MORE involved. What a resource for local church ministry and mission if local church leaders could give a little effort and focus to identifying and empowering people in their gifts and skills.
It is interesting to look also at generational differences in how people say their gifts and skills are encouraged. A higher proportion (58%) of the younger generation of 15-31 year olds (Gen Y) feel their gifts and skills are encouraged to at least some extent, compared to 50% of 32-52 year olds (Gen X) and 52% of 53+ year olds (Boomers, Busters and Builders). It is encouraging churches are actively encouraging more younger people to be involved, though this difference is also a warning not to forget the potential contributions of Gen X and older generations of gifted and skilled Christians.
The final insight about the Victorian Baptist responses was where people felt they had gifts and skills, and in what roles they were contributing. There is a healthy self-awareness of people’s own gifts and skills shown in their responses, and a healthy mixture. It is terrific to see, for example, that 35% of attenders feel their gifts and skills include hospitality, and 33% feel they have strong interpersonal gifts. These sort of responses are helpful for individual local churches to consider their gift mixes, and for leaders to talk to people about where they can best contribute.
Again, it is also helpful that these responses are available in generational categories. For example, it is interesting that a high proportion (42%) of GenY 15-31year olds in Victorian Baptist churches identify gifts and skills in music, compared to 25% of Gen X 32-52 year olds and only 17% of older generations 53+. Moreover, 27% of Gen Y attenders perform a role in worship services, compared to 20% of Gen X and/or older generations. This might also say something about the sort of young people that our churches attract and keep; i.e., are we retaining younger generations who are not into music?
Local churches can be a great gift to their communities and neighbourhoods. When their gifts are identified and empowered, church members can add such value to their local church and through the ministry of their church add value to their communities. These NCLS responses suggest much we can celebrate about Victorian Baptist church life. It also suggests many areas where we can better identify and empower the talented and gifted contributions of people across the generations in our churches.
Source: BUV News
Church Life Snapshot:What can Victorian Baptists learn from NCLS 2017
National Church Life Survey have been developing questions and ways of analysing healthy leadership since 1991. The survey of hundreds of thousands of Australian church-goers, including 9000 Victorian Baptists, offers insights into the strength and possibilities of new growth and energy that could lead to fruitful mission around our churches.
We noted optimistic signs in a previous BOM snapshot that:
68% of surveyed Victorian Baptist attenders are at least partly aware of and committed to the direction their church is going in.
49% are fully confident their church can achieve their church’s goals and directions, and another 32% are partly confident.
36% strongly agree that they would support new initiatives and another 50% said they agree.
73% of attenders agree their church is always ready to try something new.
Thankfully Victorian Baptists are showing a healthy openness to change and innovation.
This snapshot focuses on attenders’ involvement and giftedness as leaders.
Firstly, a good proportion of Victorian Baptists who were surveyed are involved in some form of leadership or ministry. 41% said they perform at least one leadership or ministry role. Churches need to empower the whole people of God for ministry and mission. This is not just about ministry roles in the church of course. God’s people need support if discerning and fostering the mission of god beyond the walls of the church. But healthy churches always have a higher proportion of people in the church contributing to their ministries, rather than relying on the hired holy people or few eager volunteers.
However, it is worth stating the almost obvious other element about this figure. 41% of people involved in at least one role means that 59% are not contributing in any leadership or ministry role! Moreover, 41% involvement is the lowest involvement in Victorian Baptist church life for two decades. It was 50% in 2001, up to 52% in 2006, and then on the decline to 45% in 2011 and now 41% in 2016. We ca celebrate those who are involved and released into ministry or leadership, but also be hugely challenged to consider how we can encourage others to contribute in meaningful ways.
NCLS asked attenders about whether they feel encouraged to identify and use their gifts. This is a key question about the extent to which our pastors and leaders are empowering of others. In 2016, 21% of surveyed Victorian Baptists said that their leaders encourage them to find and use their gifts to a great extent. This is slightly increased from 18% in 2011 but down from 22% in 2006 and 27% in 2001.
There seems to be an unfortunate downward trend in people being involved in leadership and ministry, and having their gifts identified and encouraged.
When you look at other responses, it is encouraging that another 31% say their leaders encourage them to find and use their gifts and skills to some extent (so at least 52% feel this is done for them to a great extent or to some extent). But many do not feel their gifts are identified or exercised. 58% of people are happy with their current level of involvement. Interestingly 1% would like to be less involved and a little less overworked! But a huge 30% say they would like to be MORE involved. What a resource for local church ministry and mission if local church leaders could give a little effort and focus to identifying and empowering people in their gifts and skills.
It is interesting to look also at generational differences in how people say their gifts and skills are encouraged. A higher proportion (58%) of the younger generation of 15-31 year olds (Gen Y) feel their gifts and skills are encouraged to at least some extent, compared to 50% of 32-52 year olds (Gen X) and 52% of 53+ year olds (Boomers, Busters and Builders). It is encouraging churches are actively encouraging more younger people to be involved, though this difference is also a warning not to forget the potential contributions of Gen X and older generations of gifted and skilled Christians.
The final insight about the Victorian Baptist responses was where people felt they had gifts and skills, and in what roles they were contributing. There is a healthy self-awareness of people’s own gifts and skills shown in their responses, and a healthy mixture. It is terrific to see, for example, that 35% of attenders feel their gifts and skills include hospitality, and 33% feel they have strong interpersonal gifts. These sort of responses are helpful for individual local churches to consider their gift mixes, and for leaders to talk to people about where they can best contribute.
Again, it is also helpful that these responses are available in generational categories. For example, it is interesting that a high proportion (42%) of GenY 15-31year olds in Victorian Baptist churches identify gifts and skills in music, compared to 25% of Gen X 32-52 year olds and only 17% of older generations 53+. Moreover, 27% of Gen Y attenders perform a role in worship services, compared to 20% of Gen X and/or older generations. This might also say something about the sort of young people that our churches attract and keep; i.e., are we retaining younger generations who are not into music?
Local churches can be a great gift to their communities and neighbourhoods. When their gifts are identified and empowered, church members can add such value to their local church and through the ministry of their church add value to their communities. These NCLS responses suggest much we can celebrate about Victorian Baptist church life. It also suggests many areas where we can better identify and empower the talented and gifted contributions of people across the generations in our churches.
Source: BUV News
Ignite Leaders 2017
Around 100 leaders from churches within the BUV gathered to explore issues and share stories around youth discipleship in the context of cultural diversity and paths to belonging at Whitley College on 24 and 25 November 2017.
This pioneering conference was immensely important for an increasing population of culturally diverse Next Generation youth which now make up of the BUV. They have the potential to have a big impact and lead the future of the church with their bicultural experience of living between two worlds and for many, their upward mobility. However, they have unique and complex cultural and generational issues, which are currently holding them back.
Importantly, there were opportunities to hear stories about these issues, for example, from Sarah Do, Petone Toelei’u and Tim Hai. They had regard to the difficulty of being culturally diverse, dealing with identity, intergenerational conflict and the strengths and opportunities resulting from being able to see through bicultural lenses. Listening and giving a voice gave validation at the same time as allowing others to learn.
The brilliant Bible studies of Keith Dyer and Mark Brett were contextual and relevant to the issues. There was a cheer when they taught that God too, is a NESB (non-english speaking background). Keith outlined the struggles, strengths and accomplishments of ‘Paul, 1.5’ who was living between two worlds and had to cross boundaries. He was perhaps never accepted as an insider – even being buried outside the gates of Rome. Mark considered what migration in the Old Testament can teach us. Migration was not uncommon. He considered issues such as that people were struggling with preservation of culture and how God responds to suffering in the context of migration.
Keynote speakers spoke about their experiences of living between two worlds and how they were mobilised following these. Khoi Doan’s story was that he came to Australia when he was a young person as a refugee and felt at times overwhelmed because he didn’t belong. This resulted in him courageously finding a way to ‘Engage’ with Christian life and the community like Jesus did with the women at the well. Sam Chan’s testimony of his cultural crisis demonstrated that God is always working even when we don’t notice it and that God can use what we learn to prepare us for greater things. He did this in Moses, who was also living between two worlds. Charlene Del Santos and Meewon Yang spoke about the challenges and joys of being not only culturally diverse but also women in ministry. Thanks to Mark Brett and David Turnbull for providing theological responses.
There were 15 workshops from people who had travelled from as far as New Zealand, Northern Territory, Adelaide, and from many of the BUV which wrestled with the issues. They covered topics relevant to the culturally diverse Next Generation and multicultural church, mentoring, identity, church models, bible activities, cultural intelligence, mission, University ministry and healing. New ideas were delivered and generated.
Culture was celebrated throughout the conference – what a relief for people to be truly accepted for who they were. The Korean, Vietnamese and Burmese food was plentiful. On the Saturday night, Ka Chin Baptist Church performed their traditional dancing and The Terminal sang Islander style and did the Haka.
The conference has communicated that the culturally diverse Next Generation leaders are important to the BUV and to the kingdom by making it all about them for the first time. It has given them a voice when they are often powerless and on the margins. It has allowed people to consider and respond to difficult issues. It has given them support and allowed people to network with others who are going through the same things. The teaching and research was contextual, ground breaking and innovative. There was an atmosphere of acceptance and belonging. The contribution of Ignite Leaders 2017 is significant because there is some urgency to find the answers to the complex problems in order for the culturally diverse Next Generation to progress in their faith and ministry.
Please mark your diaries for Ignite ’18 on 6 and 7 July 2018, where the youth and young adults (year 7-University) will gather.
For more information see: http://www.buv.com.au/ignite or contact Meewon Yang at meewon.yang@buv.com.au
Source: BUV News
Church Life Snapshot: What can Victorian Baptists learn from NCLS 201
National Church Life Survey have been developing questions and ways of analysing healthy leadership since 1991. The survey of hundreds of thousands of Australian church-goers, including 9000 Victorian Baptists, offers insights into the strength and possibilities of new growth and energy that could lead to fruitful mission around our churches.
We noted optimistic signs in a previous BOM snapshot that:
68% of surveyed Victorian Baptist attenders are at least partly aware of and committed to the direction their church is going in.
49% are fully confident their church can achieve their church’s goals and directions, and another 32% are partly confident.
36% strongly agree that they would support new initiatives and another 50% said they agree.
73% of attenders agree their church is always ready to try something new.
Thankfully Victorian Baptists are showing a healthy openness to change and innovation.
This snapshot focuses on attenders’ involvement and giftedness as leaders.
Firstly, a good proportion of Victorian Baptists who were surveyed are involved in some form of leadership or ministry. 41% said they perform at least one leadership or ministry role. Churches need to empower the whole people of God for ministry and mission. This is not just about ministry roles in the church of course. God’s people need support if discerning and fostering the mission of god beyond the walls of the church. But healthy churches always have a higher proportion of people in the church contributing to their ministries, rather than relying on the hired holy people or few eager volunteers.
However, it is worth stating the almost obvious other element about this figure. 41% of people involved in at least one role means that 59% are not contributing in any leadership or ministry role! Moreover, 41% involvement is the lowest involvement in Victorian Baptist church life for two decades. It was 50% in 2001, up to 52% in 2006, and then on the decline to 45% in 2011 and now 41% in 2016. We ca celebrate those who are involved and released into ministry or leadership, but also be hugely challenged to consider how we can encourage others to contribute in meaningful ways.
NCLS asked attenders about whether they feel encouraged to identify and use their gifts. This is a key question about the extent to which our pastors and leaders are empowering of others. In 2016, 21% of surveyed Victorian Baptists said that their leaders encourage them to find and use their gifts to a great extent. This is slightly increased from 18% in 2011 but down from 22% in 2006 and 27% in 2001.
There seems to be an unfortunate downward trend in people being involved in leadership and ministry, and having their gifts identified and encouraged.
When you look at other responses, it is encouraging that another 31% say their leaders encourage them to find and use their gifts and skills to some extent (so at least 52% feel this is done for them to a great extent or to some extent). But many do not feel their gifts are identified or exercised. 58% of people are happy with their current level of involvement. Interestingly 1% would like to be less involved and a little less overworked! But a huge 30% say they would like to be MORE involved. What a resource for local church ministry and mission if local church leaders could give a little effort and focus to identifying and empowering people in their gifts and skills.
It is interesting to look also at generational differences in how people say their gifts and skills are encouraged. A higher proportion (58%) of the younger generation of 15-31 year olds (Gen Y) feel their gifts and skills are encouraged to at least some extent, compared to 50% of 32-52 year olds (Gen X) and 52% of 53+ year olds (Boomers, Busters and Builders). It is encouraging churches are actively encouraging more younger people to be involved, though this difference is also a warning not to forget the potential contributions of Gen X and older generations of gifted and skilled Christians.
The final insight about the Victorian Baptist responses was where people felt they had gifts and skills, and in what roles they were contributing. There is a healthy self-awareness of people’s own gifts and skills shown in their responses, and a healthy mixture. It is terrific to see, for example, that 35% of attenders feel their gifts and skills include hospitality, and 33% feel they have strong interpersonal gifts. These sort of responses are helpful for individual local churches to consider their gift mixes, and for leaders to talk to people about where they can best contribute.
Again, it is also helpful that these responses are available in generational categories. For example, it is interesting that a high proportion (42%) of GenY 15-31year olds in Victorian Baptist churches identify gifts and skills in music, compared to 25% of Gen X 32-52 year olds and only 17% of older generations 53+. Moreover, 27% of Gen Y attenders perform a role in worship services, compared to 20% of Gen X and/or older generations. This might also say something about the sort of young people that our churches attract and keep; i.e., are we retaining younger generations who are not into music?
Local churches can be a great gift to their communities and neighbourhoods. When their gifts are identified and empowered, church members can add such value to their local church and through the ministry of their church add value to their communities. These NCLS responses suggest much we can celebrate about Victorian Baptist church life. It also suggests many areas where we can better identify and empower the talented and gifted contributions of people across the generations in our churches.
Source: BUV News
Ignite Leaders 2017
Around 100 leaders from churches within the BUV gathered to explore issues and share stories around youth discipleship in the context of cultural diversity and paths to belonging at Whitley College on 24 and 25 November 2017.
This pioneering conference was immensely important for an increasing population of culturally diverse Next Generation youth which now make up of the BUV. They have the potential to have a big impact and lead the future of the church with their bicultural experience of living between two worlds and for many, their upward mobility. However, they have unique and complex cultural and generational issues, which are currently holding them back.
Importantly, there were opportunities to hear stories about these issues, for example, from Sarah Do, Petone Toelei’u and Tim Hai. They had regard to the difficulty of being culturally diverse, dealing with identity, intergenerational conflict and the strengths and opportunities resulting from being able to see through bicultural lenses. Listening and giving a voice gave validation at the same time as allowing others to learn.
The brilliant Bible studies of Keith Dyer and Mark Brett were contextual and relevant to the issues. There was a cheer when they taught that God too, is a NESB (non-english speaking background). Keith outlined the struggles, strengths and accomplishments of ‘Paul, 1.5’ who was living between two worlds and had to cross boundaries. He was perhaps never accepted as an insider – even being buried outside the gates of Rome. Mark considered what migration in the Old Testament can teach us. Migration was not uncommon. He considered issues such as that people were struggling with preservation of culture and how God responds to suffering in the context of migration.
Keynote speakers spoke about their experiences of living between two worlds and how they were mobilised following these. Khoi Doan’s story was that he came to Australia when he was a young person as a refugee and felt at times overwhelmed because he didn’t belong. This resulted in him courageously finding a way to ‘Engage’ with Christian life and the community like Jesus did with the women at the well. Sam Chan’s testimony of his cultural crisis demonstrated that God is always working even when we don’t notice it and that God can use what we learn to prepare us for greater things. He did this in Moses, who was also living between two worlds. Charlene Del Santos and Meewon Yang spoke about the challenges and joys of being not only culturally diverse but also women in ministry. Thanks to Mark Brett and David Turnbull for providing theological responses.
There were 15 workshops from people who had travelled from as far as New Zealand, Northern Territory, Adelaide, and from many of the BUV which wrestled with the issues. They covered topics relevant to the culturally diverse Next Generation and multicultural church, mentoring, identity, church models, bible activities, cultural intelligence, mission, University ministry and healing. New ideas were delivered and generated.
Culture was celebrated throughout the conference – what a relief for people to be truly accepted for who they were. The Korean, Vietnamese and Burmese food was plentiful. On the Saturday night, Ka Chin Baptist Church performed their traditional dancing and The Terminal sang Islander style and did the Haka.
The conference has communicated that the culturally diverse Next Generation leaders are important to the BUV and to the kingdom by making it all about them for the first time. It has given them a voice when they are often powerless and on the margins. It has allowed people to consider and respond to difficult issues. It has given them support and allowed people to network with others who are going through the same things. The teaching and research was contextual, ground breaking and innovative. There was an atmosphere of acceptance and belonging. The contribution of Ignite Leaders 2017 is significant because there is some urgency to find the answers to the complex problems in order for the culturally diverse Next Generation to progress in their faith and ministry.
Please mark your diaries for Ignite ’18 on 6 and 7 July 2018, where the youth and young adults (year 7-University) will gather.
For more information see: http://www.buv.com.au/ignite or contact Meewon Yang at meewon.yang@buv.com.au
Ep 94: What happened when Santa learned the Gospel?
What would happen if Santa was introduced with the message of the Gospel? The answer is this conversation. Santa is asked some Bigger Questions at the launch of a new book.