This is part of a series on Sending
Click to read the Intro and for a list of Cru’s Top Sending Campuses (with links to each post)
- Only 11% had a sudden “damascus road” call to ministry. 89% had more of a progressive (over time) calling
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- Females seem to value the process over time and their leading appears to be more intuitive than males.
- Men seemed to value the need for a more logical choice in the decisions than females.
- Thomas’s Key Takeaway:
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- More teaching and seminars on the “calling of God” from a biblical and historical perspective need to be implemented.
- Lostness of Man
- Eternal Perspective
- Lordship of Christ
- Stewardship of Life
- Great Commission
- Spiritual Calling
- Current Church
- Small Group
- Peers
- Parental
- Mentor
- Professional Minister
- Younger adults may place a greater value upon other adults (the Cru staff mentor) replacing the parental influence.
- Parents may devalue the Parachurch organization due to their child’s responsibility to raise their personal finances for ministry.
- Current Society may have influenced parents to devalue the role of the minister.
- 82% of staff made a significant life change in college, thus parents were not part of the decision!
- Consider recruitment and placement of new staff in a relational context with their peers.
- Intensive Staff; Occasional Staff, Intensive Peer, Occasional Peer,
- “The value placed upon Intensive staff mentoring may imply that the lifestyle, character and calling of Cru staff is very attractive to young adults. It is significantly higher than all other categories. “
- “Since females respond well to peer mentoring incorporate more peer mentoring in the development of females.”
- “Encourage the mentoring of males by Cru staff. – Provide greater and more frequent opportunities for men to be exposed to male Cru staff mentors.”
- STINT
- Interning
- International summer missions
- US summer missions
- Leading a small group on campus.
- Ministry Experience
- Relational
- Theological
- Mentoring