LCMS Convention Workbook St. Louis, Missouri — 1973, Page 188

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188 SYNODICAL ADMINISTRATION

Guiding Principle IV: The Involvement Required —

At the inception of the thankoffering program we stated,
“The entire Synod must become aware of its involvement. .
the preconditioning, the conditioning and interpretation nec-
essary, will call for patience, money, time, and group com-
mitment to group goals.”

Next to the building of the organization with the tre-
mendous challenge of logistics involved, this principle, prob-
ably more than any other, called for the greatest expendi-
ture of patience, time, energy, prayer, and delicate handling
by all members of the staff. The special challenges which
arose in connection with commitment to group goals and
involvement surfaced regularly in many ways, but always
revolved around the following major facets:

1. The disunity in The LCMS on theological grounds;

2. The self-appointed role of some pastors as a pocket-
book protector of the members of the congregation;

3. The apathy of members of congregations to the orga-
nized church;

4. The “advisory” nature of the Synod versus the “au-
tonomy” of the congregation:

5. The financial pressures afflicting local congregations:

6. The refusal of some leaders of Synod, Districts, cir-
cuits, and congregations to become a part of the pro-
gram of pace-setting advance gifts commitments;

7. The absence and.’or unavailability of files of special

gift prospects on the synodical level, and the reluctance

n the part of some Districts and congregations to share
prospects in this area for development;

8. The overlap of the Bronxville, “Concordia Advance”
and “Key 73” program,

Despite these factors, we hasten to add that, by the
mercy of God, the vast majority of the Synod has and is
Participating with an enthusiasm which cannot help but
bring joy to our hearts.

Guiding Principle V: The Thankoffering Plan —

The basic mechanics of the plan, which included struc-
ture and organization, were easy to understand and place
into action. We tried hard to convince Districts and congre-
gations of the advantage of following the corporate plan
as outlined,

Sharing of Receipts

We want to commend Synod for its foresight at Milwau-
kee when it established the principle of a 73% (Synod) and
25% (District) sharing of receipts. The retention of a por-
tion of the funds for special District projects, which could
not be met with normal operating receipts, helped Districts

aided them in offering a plan for District involvement, which
resultantly gave them impetus for their own goals.

The Synodical Thankoffering Staff

The 125th Anniversary Thankoffering staff was directed
by Rev. Victor C. Rickman, pastor of the Lutheran Church
of St. Philip, Chicago, Ill. Special arrangements were made
with that congregation in order to permit Pastor Rickman
to serve almost full time in the thankoffering post from
Feb. 1, 1972, until July 31, 1973. Similar arrangements for
part-time consultative services were made with Pastors
Luther Bekemeier, Park Forest, Ill.:; Robert Kamprath,
Omaha, Nebr-.: Robert Bartz, Arlington Heights, Ill.: Fred-
erick Schoof, Port Huron, Mich.: L. Dean Hempelmann,
Salem, Oreg.; and their Congregations. Together with the
office manager, Miss Grace Braeger, and Mrs. D. R. Nelson
Jr., these persons comprised the basic staff.

This staff was responsible for development of the total
effort. In this, it attempted to use existing synodical and
District structure whenever possible.

District Leadership

In consultation with the thankoffering staff, the President
of each District was asked to appoint a Thankoffering Steer-
ing Committee for implementation of the effort in the Dis-
trict. This committee included the District Director, an

Advance and Special Gifts Director, a Director of Communi-

cations, a Visitation Director, plus additional assistants as
indicated by the size and geography of the District.

Thirty-nine out of the 40 synodical Districts subse-
quently organized themselves in this or a reasonably similar
manner. Iowa West, due to an “advance planning program,”
had already set forth its own approach and pursued the
program it had begun.

Advance and Special Gifts

One of the major proposals by the staff was to build into
the organization a section which would seek to solicit ad-
vance commitments of dollar gifts from elected and ap-
pointed leadership in the Synod, Districts, congregations,
schools. and agencies. plus special (larger) gifts commit-
ments from individuals, families, Lutheran-controlled cor-
Porations and businesses,

Of the two, the Advance Gifts Program rates very high
in success, The vast Majority of leaders were quite willing
to show by their own’ enthusiasm and example the alle-
giance to our Lord and His church which they would expect
from others. This approach will certainly remain one of the
highlights of the thankoffering.

Success of the Special (larger) Gifts Program for the
thankoffering remains much more difficult to evaluate at
this writing. The staff was dismayed at the outset of the
effort when it was unable, despite repeated attempts, to
discover such a special gift prospect file. Those departments
which had such prospects were unable to make them avail-
able because of an understanding with, or promise to, such
potential donors.

To develop such a list is no easy task and made even
more difficult by the short amount of time available for the
thankoffering program. Because of this. a plan was devised
in which each District Was urged to initiate an immediate
search for such prospects. Goals for the prospects needed
for each District were established, training sessions for lead-
ers were held and Ad Hoc Search Committees were con-
vened in approximately three fourths of the Districts.

Communications and Training

A strong communications program helped lead the con-
stituency to a very real understanding of what the 125th
Anniversary Thankoffering means, not only in gratitude for
the past. but also to the present and future challenge to the
church.

Before the thankoffering was programmed, a series of
initial regional meetings with synodical and District leaders
was held for the purpose of sharing and securing information
on proposals, interpretations, and approaches. The excellent
contributions from “the field” and ensuing dialog helped
shape the ultimate plans for the thankoffering.

After development of materials such as job descriptions,
schedules, Kits for Presentors. Advance and Special Gifts,
Circuit and Congregational Training Kits, Guiding Princi-
ples, etc., three rounds of regular training workshops were
held regionally for all Districts Directors and committees in
District leadership during the period of June through Octo-
ber 1972, led by the thankoffering staff. These workshops
not only proved very valuable in transmitting the program
to District Directors and Steering Committees, but also en-

and congregational leaders. Since then, all members of the
staff have participated in crisscrossing the North American
continent in giving assistance to Districts.

Five special communications pieces which were well re-
ceived and proved invaluable in the conduct of the program
were: “A Summary of Guiding Principles for the Thank-
offering’: “TG Guide.” detailing each of the programs to be
funded through the thankoffering and dollar costs of every
project: a 28-month calendar-envelope- inspiration combina-
tion brochure: a detailed manual, “How to Conduct an EMV
in the Local Congregation”: and a flip chart, “Walking To-
gether, Bringing Our Gifts of Joy,” for use with special gift
prospects.

Other print oriented materials developed and used in the
program included educational brochures, newsletters, inter-
pretive materials, worship resource aids, and regular news
releases.

Two major audiovisual productions included:

1. The training filmstrip. entitled “Walking Together,”