Potentials has worked with over 100 different clients since our beginning in 1995.

The following four case studies illustrate how Potentials:

• facilitated significant change in a large organization,
  
  
• guided five churches through a successful amalgamation,
  
  
• helped a congregation deal with a history of trauma, and
  
  
• led a congregation through a vision planning process.

Case Study: Working with large organizations for change.

Potentials was presented by the Chaplain General of the Department of National Defence with a challenge. The primary role of chaplains had been defined as "operational" which meant being deployed with troops wherever they may be. Consequently the energy of much of the chaplaincy was not devoted to building up worship and Christian community in the 44 base chapels.

For this and many other reasons chapel life had declined dramatically. The Chaplain General had a vision of "revitalizing chapel life in order to add spiritual value to the life of the base." The vision was worthy and outward looking. How could it be realized? How could the beleaguered chapels buy in?

Potentials began with focus group interviews on selected bases, phone interviews with chaplains and innovative questionnaires sent to all the chapel communities. This was the preparation for a conference of chapel life coordinators held in March, 2001. They came to the conference with the hopes, dreams and fears of their communities. Using Potentials' classic vision planning process the conference developed vision statements and projects in five areas of ministry which addressed the unique issues of being a Christian community on a military base.

The vision and projects have been worked into a strategic plan and adopted by the military command, the chaplains and the chapel communities.

This project shows Potentials' ability to

• work ecumenically (the chapels include all the Christian denominations in Canada and are starting to explore interfaith connections)
• do effective and relevant research which gets at the real issues
• engage a large and diverse group at the grassroots level and achieve "buy in" to a planning process and its results
• understand and work effectively with a complex organization through attention to organizational identity
• achieve significant change in a large organization with branches across Canada

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Case Study: Amalgamation and beyond
When we were first approached by a steering team for the five churches of the Lawrence Corridor to help them discover a common vision for a United Church presence, they couldn't use the word "amalgamation" because it raised too many concerns. People were at the initial stages of considering the question, "Can we be more effective together than separately?"

Potentials worked with the team and its five congregations over a period of a year to develop vision and options for joining or working together. Eventually three of the five congregations decided to form Jubilee United Church. The new church has an exciting vision of its ministry and is in the midst of managing a considerable transition. (Potentials led a course for theology students at Emmanuel College on leadership in which they participated in this visioning process. A research paper reflecting on the process and the use of outside consultants, "Guides on the Journey," was published.)

Since the decision to amalgamate Potentials has worked with Jubilee over an extended period of time through a number of contracts to develop

• new ministry based on its vision,
• competencies and job descriptions for a new staff
• the shift in perspective and orientation from pastoral to program church
• appropriate governance and decision making
• team building in the new staff

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Case Study: Coming through trauma
The congregation had had a history of severe trauma. Although the events were in the past and had been dealt with, they couldn't seem to shake the effects. They seemed to be floundering despite the best efforts of the leaders. There was a lot of dissatisfaction with a lack of vision and coordinated ministry and grumbling about poor communication and methods of decision making. Then the minister resigned suddenly.

Potentials began with a series of focus group interviews and produced a report with recommendations for

• coaching staff and key volunteers into creating effective boundaries for time and relationships
• involving the congregation in the creation of a provisional vision
• learning relevant congregational development theory
• beginning the process for hiring a new minister

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Case Study: A congregation on the brink of change
The congregation had recently renovated its fine, old building. It was hard enough raising the money, but even more difficult was the task of creating change in the congregation. The church stood in a major growth area, but wasn't attracting newcomers to the extent it should. The programs of the church weren't relevant to the dramatically changing demographics and there was neither the will nor the resources to engage in effective evangelism. A history of submerged conflict seemed to sap energy and demoralize leadership.

Potentials led this congregation in its vision planning process. By the end of the 6 month process a vision was created and several key initiatives had been identified and resourced which would lead the congregation into the future. More important, though, was the opening up of spiritual energy and the permission to try new things. As one lay leader said in his evaluation, "The results were divine. People are passing the peace and really meaning it."

This project shows Potentials' ability to

• adapt a planning process to get at the real issues faced by a congregation
• unleash motivation and spiritual energy
• help a congregation achieve vision, goals and a plan

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Clients
Potentials has worked with over 100 different clients since our beginning in 1995. We have many repeat clients, often working with them on diverse projects. Some of our recent clients include:

Amalgamations and multiple congregations seeking new ministry:
Beverley Hills and Downsview United Churches
Project Common Ground (Anglican)
East London Anglican Ministry
Zion Wexford and Wilmar Heights United Churches
Jubilee United Church

Vision Planning:
St. James Bond United Church, Toronto
Grace Lutheran, Oakville
Trinity Presbyterian, North York
Calvin Presbyterian, Toronto
All Saints' Anglican Church, Whitby
All Saints' Anglican Church, Huntsville
St. Simon's Anglican Church Growth Project, Toronto

Seeking the Seekers:
Knox United Church, Agincourt

Research, Mission, Vision and Long Term Strategic Change in Complex Organizations:
SpiritWork: a project to discern future directions for the United Church in Toronto Scarborough Presbytery
Program Evaluation, Diocese of Ontario (Anglican)
Revitalizing chapel life, Chaplain General, Department of National Defence
St. Francis Deanery, the Diocese of Quebec (Anglican)

Teaching:
The Shape of Hope, Vancouver School of Theology
Congregational Identity as a Source of Transformational Change, Toronto School of Theology
Transitions in Ministry, Emmanuel College
Doing Reviews and Evaluation, Diocese of Montreal

Mission, Vision and Long Term Strategic Change in Complex Organizations:
Chaplain General, Department of National Defence
Scarborough Presbytery, (United Church of Canada)
Program Evaluation, Diocese of Ontario (Anglican)
East Toronto Presbytery (Presbyterian)
Diocese of Quebec (Anglican)

Team Building: Toronto South Presbytery, United Church of Canada

Conflict, Intervention and Facilitation:
contact Potentials for references