MK forum

Thanks for speaking up, mkteacher. Everything you say resonates with us. We have discussed NTM leadership often in these forums. True change is not in evidence. There are some with very good intentions who want so much to think that NTM leadership style can change, is changing, has changed, will change ... Maybe I am just too close to the ship to be able to perceive that it's turning around.
But I doubt it.

http://usa.ntm.org/field-news/fanda-report-response-summary

"A leadership review is also under way, and is being developed in coordination with experienced leadership professionals outside NTM. NTM USA today is committed to a grace-oriented servant leadership style, and is encouraging that style through ongoing leadership development, accountability and member care."

Of course we want to believe the best.
But when NTO found the best possible independent investigators and is now avoiding them for doing TOO excellent a job............

We do not have the hope we had in 1997 after reading this. Because after 1997, the abusive leadership style continued. We hated what we saw happening to others. When it happened to us, it became even more poignant. We realized the devastation/ what it actually felt like/ the ramifications for us in real life. We knew standing for truth would lead to this scenario. And it did.

We could not have imagined the restoration that would take place due to the strength and peace found in the Word. Due to the graciousness of our friends and other people around us in many places in the world. Due to open doors, eventually.

But we are adults with life experience and we know IN WHOM we trust.

Our thinking always goes back to the innocent children who did not know what was happening and how much they were taken advantage of and what the ramifications have been in their lives up til now.

Yes, it is all mixed up in a huge wicked mess.

http://leadingfromthesandbox.blogspot.com/2011/07/leadership-in-crisis.html

MONDAY, SEPTEMBER 6, 2010
New Tribes Mission faces the consequences of its past

I have just completed the reading of one of the most shameful, shocking and disturbing reports for a Christian organization. It is the GRACE report (Godly Response to Abuse in the Christian Environment) to New Tribes Mission “for the investigatory review of child abuse at New Tribes Fanda missionary school” in Senegal. The systematic abuse took place in the 80’s and 90’s against Missionary Kids (MK’s) while at this school.”

The introduction to the report states that “In the 1980’s and the 1990’s, New Tribes Mission (NTM) operated a boarding school in the village of Fanda, in the country of Senegal. The children of missionaries were housed at this school, sometimes over the strong objections of their parents. The workers NTM placed in charge of these children were often cruel and many of the boys and girls placed there endured sexual, physical, emotional, and spiritual abuse. Much of this behavior was criminal.”

As if this abuse were not enough, NTM systematically ignored the issue even when they were alerted to the abuse taking place. The field council in Senegal kept abusive personnel in the school even after complaints from children and parents. They downplayed allegations and did not alert the executive leadership in the United States. When the executive leadership in the US was made aware they did not alert authorities, allowed abusers to remain in NTM and hushed up serious (criminal) behavior they were made aware of. The GRACE report suggests that NTM placed the evangelization of the unsaved above the safety, protection and best interests of MKs. In some cases years went by before NTM was willing to even address the concerns of parents to say nothing of the abused children.

The cost to these MK’s of NTM in Senegal has been immense. While some have continued in their faith, others will have nothing to do with Christianity as much of the abuse was perpetuated in the name of Christ like the abuse by priests in the Catholic Church. Many are deeply bitter at NTM for the hypocrisy of ignoring the sin in their own organization. Like all those who have been victims of sexual, emotional or physical abuse, all of these kids (now adults) live with scars that will never be completely healed. As the report says, three generations have been deeply wounded and scarred by this abuse.

What contributed to a culture where such abuse could continue unfettered and for such a long period of time? The report suggests that NTM has had a culture of authority among its leaders that does not allow for disagreement. Disagreement was seen as rebellion and sinful and leaders led by authoritarian and coercive means. Field council leaders in Senegal had nearly complete authority over all aspects of their missionaries lives – with little recourse unless one simply resigned and even then, this was seen as a rebellious spirit against leaders. Even now, NTM leadership seems to believe this is a problem and is seeking to change their often legalistic, non-grace filled culture according to the report. They are also seeking to determine whether there were other places where such abuse took place.

It is also clear that NTM did not screen applicants for their mission with any degree of care. In addition, even knowing that they had pedophiles amongst them they did not discipline them, expose them or remove them. In one case a female missionary wife had an affair with a student at the school. The situation was hushed up, she was transferred to another assignment and the victim’s family was let go from the mission. Such a gross violation of trust can hardly be imagined! Only now – years later with the publishing of this report is it recommended that she be fired. Missions who do not properly and carefully screen applicants are on a course for trouble!

Too many missions in their drive to evangelize the world take almost all who come their way without regard to their spiritual, emotional, relational and skill health. This was certainly true of NTM as evidenced by those who perpetuated these egregious acts as well as the leaders who chose to minimize, ignore or even protect the abusers. Even at the highest levels of the organization there was not the health among leaders to choose the right course of action. The evangelization of the world took precedence over the care and health (spiritual, emotional and relational) of their own personnel.

What forced the issue for NTM? Why did they come forward now? Not, it seems, only their desire to bring sin to light within their organization (I hope their desire is authentic). There was the pressure put on them by their own abused MKs through their blog ( New Tribes Mission Abuse ), along with public pressure as the story has emerged over the last years. Even then, NTM’s response was too little, poorly managed, and fell far short of the independent investigation that finally took place by GRACE with its strong recommendations. This has left the affected victims and their families with serious questions as to whether the response today is genuine or is simply a reflection of self – interest. In the short run it is indeed hard to tell. The long run repentance, treatment of victims and changes in its ethos and culture will tell the real story.

Choosing to confront sin is a tough thing. But choosing to ignore it says everything about the character of an organization and its leaders.

This situation bothers me deeply on many counts. I am an MK and am aware of other situations like this that have destroyed the lives of MKs. I am a leader of a mission organization and know the trust that is placed in our leadership by supporters, staff and churches. I am a father and soon to be grandfather who cannot imagine a pain greater than the violation of my children or grandchildren and its devastating long term consequences. And, as a Christian leader I am convinced that we are and ought to be held to a much higher standard than others. No ends (evangelization of the lost) justifies the means (substandard treatment of kids so that the gospel gets out).

I hope and pray that something redemptive will come from this tragic chapter. Humility, repentance and a massive ethos change for NMT and healing for victims and their families. May such a chapter never be repeated in modern day missions.

The full GRACE report is a difficult and sad read. May it also be a cautionary tale for mission organizations. I understand my comments here are unusually to the point. Not more so, however, than the report that NTM solicited from GRACE.

POSTED BY T.J. ADDINGTON AT 10:14 AM
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Some people do not check out links.
So there is the whole deal. (Above.)
Is this discerning leader on NTO's outside board to evaluate their leaders??

http://leadingfromthesandbox.blogspot.com/2010/09/what-makes-for-healthy-ministry.html

FRIDAY, SEPTEMBER 10, 2010
What makes for a healthy ministry?

What makes for a healthy ministry organization? Having worked in a few and led a few I would suggest that there are some clear markers that we should look for when exploring a ministry job – and which we should work toward if we are in leadership of a ministry organization. Each of these markers – their presence or their absence – will make a difference in the health of the ministry and the satisfaction of those who work there. Of course, there are no perfect ministries. There is, however, a wide variation in the health of ministries. Most overrate their health and underrate their dysfunction.

Marker one: we have great ministry clarity. Clarity on why we exist, what our non-negotiables are (guiding principles), what we need to focus on all the time (central ministry focus) and the culture we want to create are all significantly important. Specific answers to these questions are far better than general answers because the clearer we are, the better we know how to best live within the parameters of the ministry. In answering these questions we actually define the culture and ethos of our organization. Ministry organizations that have significant dysfunction usually have not taken the time to proactively determine their culture and ethos by clarifying these questions and then intentionally living them out.

Marker two: we drive a missional agenda all the time. The missional agenda of our organization is the process of living out our mission, guiding principles, central ministry focus and culture through specific ministry plans and initiatives. It is not just about doing ministry but it is doing ministry that is in alignment with our clarity so that what we do on a day to day basis reflects the convictions and aspirations of our ministry. Thus our ministry plans and strategies are designed to help us achieve the clarity we have defined. Our actions (ministry plan) are consistent with our intentions (our clarity).

Marker three: individuals, teams and leaders are in alignment with our clarity. Alignment does not mean we all do the same things or use the same strategies to achieve our desired ends. It does mean that we are committed to achieving the same ends with the same non-negotiables. Many ministries are really only a gathering of nice people who like the days of the judges in the Old Testament, “do what is right in their own eyes.” Alignment around core principles (marker one) allows us to align all the arrows of the organization in the same direction even though we fulfill different responsibilities or pursue different strategies. Non aligned ministries often live with significant conflict because there is not clarity on what set of tracks to drive down. In an aligned ministry there is significant commitment to the same convictions coupled with flexibility on strategies to fulfill those convictions.

Marker four: we have an open and collegial atmosphere. Strongly hierarchical organizations will not attract the best people today. The best staff members want a place at the table and their voice to be heard. Indeed, the best organizations understand that a plethora of voices speaking into the strategy is far better than any one or two of us. Thus they seek to bring multiple voices to the table, encourage a huge degree of interaction and dialogue to find the best ways to deliver on the missional clarity we have determined. This does not mean that leadership is by committee. It does mean that we are open to the views of others and have a culture of collegial cooperation, interaction and collaboration.

Marker five: we encourage robust dialogue. Robust dialogue is the ability to disagree and state ones convictions as long as there is not a hidden agenda or personal attacks. Many would call this healthy conflict. It is in the conflict of ideas that better ideas emerge than either party had before the robust dialogue. Robust dialogue is not a smokescreen for hidden agendas, personal attacks or cynical attitudes. Healthy organizations call those behaviors for what they are – unhealthy. It is the ability to go at issues that need solving with vigor and conviction with an attitude of humility and care for others.

Marker six: we do our best but don’t pretend to be the best. Great ministries have high standards for clarity, ministry results and having the greatest influence for God’s kingdom as possible. At the same time, great ministries don’t fool themselves that they are the best or have a corner on the ministry world. They are humble about their place among God’s many workers, humble about their need to continue to learn, humble enough to collaborate with other ministries (many are not) and humble about what they don’t do well. Arrogant organizations go it alone while humble organizations go it with others.

Marker seven: we are candid about our success and failures. This follows from a humble attitude. How many times do you hear a ministry talk about its failures or weaknesses? How many ministries overstate their success? Healthy organizations are candid about where they are seeing success and where they are struggling. It is that very candidness that allows them to learn from others or collaborate with others from whom they can learn. Ministries are like people, they have strengths and weaknesses. Humble ministries collaborate with others where they are weak and don’t pretend that everything they do is a success.

Marker eight: we encourage innovation. Trying new things, rethinking old strategies, allowing the freedom to fail (some new things will fail) are signs of health. Ministry tiredness has set in when we are afraid to take a risk, afraid to fail, and settle into what is familiar rather than being willing to step into the unfamiliar. There is something deeply refreshing when people try new strategies and break old rules. Just as Jesus broke many of the traditions of the Pharisees, healthy ministries love the break the old rules as to “how it is done.” They encourage innovation, new ideas and give people freedom to try and even fail. They understand that if you always do what you always did you always get what you always got and they don’t settle for that.

Marker nine: we love to get people into their sweet spot where they are using their gifts and are in their right lane. Healthy ministries don’t fill ministry slots with available people. Rather they find the best people and then design ministry lanes that are consistent with the gifting and wiring of those great staff members. When staff are in the right lane, when they are playing to their strengths rather than their weaknesses, morale and productivity are high.

Marker ten: we empower people and hold them accountable. Empowerment means that we are clear about the results we seek and the convictions of the ministry and then set people free to achieve the missional agenda in line with their creative gifting. The other side of empowerment is accountability for results and living within the convictions of the ministry. Great staff love empowerment and are committed to accountability.

It takes the commitment of everyone to build a healthy ministry. It is not simply the job of leaders – they can help set the ethos but making it happen is the responsibility of every staff member all the time. That commitment pays off with a great place to work, colleagues we trust and appreciate and ministry results that give us energy.

POSTED BY T.J. ADDINGTON AT 4:36 PM
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This discerning leader not only evaluates, he makes positive suggestions.
He has put alot of thought and study and experience into his comments.
He does not put up with sin and cover up.

WOULD NTO WELCOME HIM TO THEIR OUTSIDE BOARD TO EVALUATE THEIR LEADERS?

Raz said
"There are some with very good intentions who want so much to think that NTM leadership style can change, is changing, has changed, will change ... Maybe I am just too close to the ship to be able to perceive that it's turning around."

I gave up any glimmer of hope that NTM will change. Been on that roller coaster of hope, then hope dashed, far too mant times. NTM needs to dissolve. Period.

As someone posts "Full stop!"

Mosquito Bite,

Thanks for that post, so sad but a must read for anybody that is against the sin that NTM has been a part of for years.