As a child of the 60’s I loved to hear the futurists predict that by 2000 we would all be flitting around in flying cars. Well I am still waiting.
This edition is one of those futurist predictions. In it, I lay out the design for where I hope that the Annual Conference will be heading. We are not there yet. We won’t fully be there for many years to come, but the plane is on the runway ready to take off.
I invite you to read this material with an eye toward the future but with a realization that some of these things are ready to happen in 2026. As a leader within the Holston Conference, you will be on the forefront of making some of these things happen.
So read on. Imagine with me. Let’s see what the future holds. Let’s make these thoughts and ideas a reality. Working together and under God’s guidance, the future will be a place where the Kingdom grows and people come to know Jesus Christ as Holston continues to make disciples of Jesus Christ for the transformation of the world.
This publication is produced on behalf of the Conference Nominations Team (CNT) to help the Conference Leadership Groups of the Holston Conference think about their respective ministries. Ideas for articles and articles are welcomed.
One of the things that you have asked of me is to help you better understand the way that AI c an be used in the local church. To do that, I felt the need to delve into the AI field. It’s one thing to rely on articles written by someone else, it’s another thing to get some hands on experience.
Since December, I have been doing the hands on thing with AI. The biggest task has been training ChatGPT to think like a United Methodist. My ChatGPT now knows how to read the Book of Discipline. It knows to reference Judicial Council decisions. It knows which General Church sites can provide it with information. It knows what our Standing Rules are and has analyzed our Conference Leadership Groups. It has learned about Wesleyan principles of grace and community and societies and bands. It understands SLI and the L3 and R.A.D. process. All of those things have been transferred into its processing zone. So now when I ask a question, it gives me a United Methodist/Wesleyan answer with hints of SLI thrown in.
For you Star Trek fans out there I have even given it a name: Number One. And when I want it to do something I can say: Make it So. Or if I am really wanting something, Make it so, Number One. I know it is not a person, but I also know that it can remember things. Once I get something formatted in a certain way I can give that format a name and tell Number One to print something in
that format.
One of the best things I have used it for is data analyzation. Following the Gathering of the Orders, I sent out a Mentimeter survey. I then downloaded all the verbal responses into ChatGPT and asked it to examine them and create a report that would explain those things we did well and those things that we did not do so well. I also asked for specific examples (quotes) from the data. It gave us a report that will now be the basis of the Orders moving forward. We have data and ideas that are ordered and ranked that we did not have before.
The biggest project has been the creation of a job description for each of the nearly 90 conference Leadership Groups. This project is still in its final stages, but Number One was able to consistently draft Job Descriptions that will make our movement forward much simpler.
I have used it in other ways as well but for now, I want you to realize that the remainder of this newsletter was completely AI generated. Number One took the specific prompts I gave and created the articles that you are about to read. I hope that you will find them as impressive as I have found them when I read them and tweaked them and gave them final birth by saying: “Make it so, Number one.”
The Spiritual Leadership, Inc. (SLI) framework offers a clear and practical pathway for leadership that is deeply compatible with Wesleyan theology. At its core are two integrated movements: L3 (Love, Learn, Lead) and R.A.D. (Reflect, Adjust, Do). Together, these rhythms shape not only what leaders do, but who they are becoming in Christ.
The movement begins with . In the SLI framework, Love is not sentimentality but a grounded, intentional commitment to God and neighbor. This resonates strongly with Wesleyan theology, which holds that all leadership flows out of grace. John Wesley emphasized that transformation begins with God’s prevenient, justifying, and sanctifying grace at work within us. Love, therefore, is the foundation of leadership because it orients the leader toward God’s purposes and toward others in humility and service. Without Love, leadership quickly becomes transactional rather than transformational.
From Love, the leader moves into Learn. This is the disciplined process of growing in understanding, skill, and awareness. In Wesleyan terms, this reflects the ongoing journey of sanctification. Wesley believed that Christians are continually being perfected in love through practices such as study, accountability, and engagement in the means of grace. Learning is not merely the accumulation of knowledge; it is formation. Leaders are shaped through Scripture, community, and experience so that their decisions and actions are increasingly aligned with the heart of God.
Out of Love and Learn comes Lead. Leadership, in this framework, is not about authority or control, but about faithful action. It is the outward expression of an inwardly formed life. Wesleyan theology insists that holiness is both personal and social. Leaders are called not only to grow in their own faith, but to participate in God’s work of transformation in the world. To lead, therefore, is to act in ways that reflect God’s justice, mercy, and love within the community and beyond.
Complementing L3 is the ongoing rhythm of R.A.D.: Reflect, Adjust, Do. This cycle ensures that leadership remains dynamic and responsive. Reflection invites leaders to examine their actions in light of Scripture, community, and the movement of the Holy Spirit. This mirrors the Wesleyan practice of self-examination and accountability found in class meetings and bands. Adjustment follows as leaders discern what needs to change in order to be more faithful. Finally, action is taken again, not as repetition, but as renewed obedience.
Together, L3 and R.A.D. create a leadership process that is both practical and deeply theological. It is rooted in grace, shaped by continual growth, and expressed through faithful action. In this way, SLI does not replace Wesleyan leadership principles but gives them a clear and usable structure for today’s Church.
When Calling and Formation Meet: How Nominations and the Wesley Leadership Institute Work Together to Shape Leaders
What we are trying to build in the Holston Conference is not simply a system for filling leadership positions. It is something more intentional and, frankly, more faithful to who we are as a Wesleyan people. At its core, this work is about recognizing that leadership in the Church is not accidental. It is discerned, invited, trained, and sustained over time. When that happens well, leadership becomes more than functional. It becomes a means of grace for both the leader and the body.
This is where the partnership between the Nominations Committee and the Wesley Leadership Institute comes into focus. Each carries a distinct responsibility, but neither can fully accomplish its work in isolation. Nominations helps the conference listen for where God is already at work in people. The Wesley Leadership Institute helps ensure that those same people are not left alone once they say yes, but are trained, supported, and guided into deeper and more effective leadership.
In many ways, the work begins with a deeply Wesleyan instinct of paying attention. Nominations is not simply tasked with filling vacancies. At its best, it is a body that watches for signs of grace. This includes gifts emerging in local congregations, individuals who demonstrate spiritual maturity, and people who carry relational influence, wisdom, or a capacity to lead others. This is not merely administrative observation. It is spiritual discernment. It reflects the Wesleyan conviction that God is already at work in people’s lives and that the Church is called to notice and respond.
Once that discernment takes place, the act of invitation becomes significant. The way we invite matters. When Nominations speaks clearly by naming gifts, affirming calling, and connecting a person’s strengths to the needs of the conference, that invitation can become a moment of holy recognition. Many leaders can identify a specific conversation when someone said, in effect, we see something in you, and that moment shaped their path. That is not accidental. It is part of the Church’s responsibility to name and nurture gifts for ministry. However, identifying and recruiting leaders is only the beginning. Without intentional training, even the most gifted leaders can feel uncertain or overwhelmed. They may struggle to
understand their role, to lead effectively in meetings, or to navigate the dynamics of a conference level team. Over time, this can lead to frustration, disengagement, or quiet withdrawal from leadership.
This is where the Wesley Leadership Institute becomes essential. If Nominations is about calling leaders forward, the Institute is about walking with them as they grow into that call. The language we are using is training, but not in a narrow or technical sense. It is training that integrates spiritual depth with practical leadership development.
The SLI framework provides a helpful lens, especially through the rhythm of Love, Learn, and Lead. Leadership begins with Love. This is not sentimentality. It is a deep grounding in one’s relationship with God and with others. Leaders who are rooted in prayer, who practice attentiveness, and who understand leadership as relational rather than transactional are far more likely to lead in ways that bear lasting fruit. This aligns closely with Wesleyan theology, which holds together personal holiness and social holiness.
From that grounding, leaders move into Learn. This is where training becomes concrete and practical. Leaders develop the ability to facilitate meetings, guide discussion, listen well, navigate disagreement, and align work with the mission of the Church. These are not simply techniques. They are disciplines that shape how leadership is exercised within a connectional system.
Love and Learn naturally lead toward action. Leaders are called to Lead. This includes making decisions, guiding direction, and helping teams move forward with clarity and purpose. In this framework, leadership is never detached from its spiritual and developmental roots. It is always connected to Love and shaped by Learn.
Even with strong training, something more is needed. A Leadership Companion becomes a critical component of a healthy leadership system. Many systems assume that once someone has been trained, they are prepared to lead indefinitely. In reality, leadership is dynamic. New challenges arise. Situations change. Leaders encounter moments they have not faced before.
A Leadership Companion provides a space for leaders to process those experiences. It is not about evaluation or correction. It is about accompaniment. A Leadership Companion helps a leader reflect on what is happening, consider what adjustments might be needed, and take the next faithful step. This aligns with the SLI rhythm of Reflect, Adjust, and Do. Over time, this rhythm becomes part of how a leader thinks and acts.
In practice, a Leadership Companion can do several things:
- One on one conversations that help leaders reflect on their experience
- Small group coaching where leaders learn from one another
- Check ins following key leadership moments
- Guided reflection after meetings or decisions
The format may vary, but the purpose remains the same. Leaders are not left alone. They are supported as they grow.
An important insight in this work is that Nominations and the Wesley Leadership Institute are not sequential. They are collaborative. This is not a simple handoff. It is a shared system of leadership development.
Before a leader is invited, there is value in shared awareness. Nominations benefits from understanding the training and Leadership Companion pathways available. The Institute benefits from understanding the types of leaders being identified and the contexts into which they are being placed. This alignment strengthens the entire process.
At the point of invitation, collaboration becomes even more visible. When a leader says yes, that moment should be supported with clarity. Leaders need to understand expectations, know what resources are available, and be connected quickly to training and Leadership Companion support. Early support builds confidence and reduces uncertainty.
During a leader’s term of service, this partnership continues. Nominations remains attentive to the overall composition and health of leadership groups. The Institute continues to provide training and support. Feedback flows in both directions, allowing the system to adjust as needed. Leadership development becomes responsive rather than static.
For those who serve as chairs of leadership groups, this has practical implications. It means you are not expected to carry the work alone. You are part of a system designed to support both you and your team. It also reframes your role. You are not only guiding the work of the group. You are helping to develop the people within it. Every meeting and every interaction becomes an opportunity for growth.
It also means that you have access to resources that strengthen your leadership. Training, coaching, and clear frameworks provide support in real time. The rhythms of Love, Learn, Lead and Reflect, Adjust, Do offer practical ways to think about what you are doing and why it matters.
As this partnership continues to develop, it is important to notice what is emerging. Signs of
health will include leaders who understand their roles clearly, teams that function with purpose, and increased engagement in training opportunities. Leaders will begin to describe their experience not simply as work to be completed, but as growth to be experienced. They will remain engaged because they feel supported rather than isolated.
At its heart, this work represents a shift. We are moving from filling roles to training leaders. This is not just a structural change. It is a theological commitment. It reflects our belief that God is actively calling people into leadership and that the Church has a responsibility to nurture that calling with care and intention.
In the Wesleyan tradition, leadership has always been connected to discipleship. Wesley organized people into communities that fostered growth in grace and accountability in practice. Leadership was relational, intentional, and oriented toward transformation.
That same spirit shapes what we are building now. When discernment, invitation, training, and coaching are aligned, leadership becomes more than a role. It becomes a pathway of growth, a means of grace, and a shared participation in the work God is already doing among us. And when that happens, the Church is strengthened not only in what it does, but in who it is becoming.
(A Word from the Editor: That article was written entirely by Number One (ChatGPT) based on prompts that I gave to it and training I had done with it to think like a Methodist. I don’t know about you, but I think it is a great thought provoking article. To be honest, I doubt that I could have written such an article without hours and hours of thought and planning.)
responsibilities, and relationship to the broader mission of the conference. When completed, these will be made available to every team member so that no one is left guessing about expectations or scope. This matters. When leaders understand their role, meetings become more focused, decisions become more grounded, and the work of the group becomes more effective.
Just as important, these descriptions help each team see how its work connects to the larger whole. In a connectional system, no group operates in isolation. Every committee, board, and team contributes to a shared mission. These job descriptions provide the framework that makes those connections visible and meaningful.
The benefit to the conference will be substantial. Greater clarity leads to stronger leadership. Stronger leadership leads to healthier teams. And healthier teams lead to more faithful and effective ministry.
As these descriptions are finalized and shared, they will become an invaluable resource for both current leaders and those who will be called into leadership in the future.
As the Holston Conference continues to strengthen and develop its leadership culture, one of the most important steps we can take is to understand where we are today. To that end, a Mentimeter survey has been created for all leadership group members and leaders. This survey is not simply an exercise in gathering opinions. It is a strategic effort to collect meaningful data that will guide how we identify, recruit, train, support, and equip leaders across the conference.
The questions within the survey are designed to help us better understand several key areas. These include how well leaders understand the purpose and function of their leadership group, their preferred methods of learning and training, and their willingness to engage in ongoing leadership development. By gathering this information, we can move beyond assumptions and begin working from a shared and accurate understanding of our current reality.
In order for this data to be most useful, the survey will also ask participants to provide a few basic identifying data points. These include name, email address, district, and whether the respondent serves as clergy or laity. This information is essential, not for evaluation of individuals, but for interpretation of the data. It allows us to understand patterns across districts, roles, and leadership contexts so that training and support can be tailored appropriately. Participation in the survey will require this information to be submitted.
This matters because effective leadership development must be rooted in clarity. Without a clear starting point, it is difficult to know what progress looks like or how to measure it. The data collected through this survey will provide that starting point. It will help conference leaders identify strengths to build upon, as well as areas where additional support or training may be needed.
In many ways, this survey will create a baseline. The information gathered now will serve as a reference point against which future data can be compared. Over time, this will allow us to see whether our efforts are making a difference. Are leaders growing in confidence? Are teams functioning more effectively? Are training opportunities being utilized?
By participating in this survey, leadership group members are contributing to something larger than themselves. They are helping to shape a leadership system that is more intentional, more informed, and ultimately more faithful to the mission of the Church.
Your email address Your District
Your status: Lay or Clergy
You will be unable to complete the survey if you do not supply this information.
SURVEY CLOSES ON APRIL 20, 2026
as partners in discernment rather than experts offering solutions. Their role is to listen well, ask faithful questions, and help leaders remain attentive to the work God is already doing.
The Wesley Leadership Institute plays a central role in this effort. As WLI continues its work of training and supporting leaders across the conference, this initiative becomes a natural extension of that mission. Training provides the foundation. Leadership companionship sustains and refines the work over time.
For those who will participate directly in these relationships, and for those who will benefit indirectly, this represents a significant step forward. It signals a commitment to leadership that is not only effective, but faithful, intentional, and grounded in our shared calling. Over time, this investment will shape not just individual leaders, but the collective strength of our leadership groups, helping the conference move forward with greater unity, purpose, and confidence in the work God has set before us.
A new and exciting opportunity is emerging across the Holston Conference, and you are invited to be part of it. As we continue to strengthen our leadership culture, we are building a network of lay and clergy persons who are willing to be trained as Leadership Companions for our conference leadership groups.
This is more than a program. It is an opportunity to grow.
We are seeking women and men, clergy and laity, and even a few youth who have a heart for supporting others and a willingness to learn. Serving as a Leadership Companion is not about having all the answers. It is about walking alongside leaders, listening well, asking thoughtful questions, and helping others discern their next faithful step. It is relational, practical, and deeply meaningful work.
Those who participate in this training will benefit personally as well. You will develop skills in listening, reflection, and leadership that extend far beyond a single role or team. You will grow in confidence, deepen your understanding of how leaders develop, and become part of a community committed to strengthening the Church from within.
At the same time, your participation will have a direct impact on others. Leaders who engage with a Leadership Companion are better equipped, more focused, and more confident in their work. Healthy leaders contribute to healthy teams, and healthy teams strengthen the entire conference.
In addition to those who feel called to serve as Leadership Companions, we are also seeking a small number of certified coaches who would be willing to help train and guide this process. Your expertise will be invaluable as we establish a strong and sustainable culture of leadership development.
This is an invitation to invest in yourself, in others, and in the future of our shared ministry. By becoming a Leadership Companion, you are helping to shape a conference where leaders are supported, encouraged, and equipped to serve faithfully.
What is a Holston Leadership Companion?
Holston Leadership Companions are trained lay and clergy persons who come alongside leaders of conference leadership groups to support their growth, reflection, and effectiveness. They do not serve as experts with answers, but as partners in discernment who help leaders listen for God’s direction in their work.
What is the Role of a Leadership Companion?
• Provide a consistent space for reflection and discernment
• Ask thoughtful, faithful questions rather than give answers
• Help leaders remain aligned with purpose and calling
• Support growth using SLI rhythms: Love, Learn, Lead and Reflect, Adjust, Do
What Qualifies Someone to Serve as a Leadership Companion?
• A willingness to listen deeply and without judgment
• A desire to support the growth of others
• Openness to being trained in the Leadership Companion process
• Commitment to the mission and ministry of the Church
How Do Leadership Companions Differ from Certified Coaches?
Certified coaches bring professional training and credentials that are deeply valued. Leadership Companions are not intended to replace that work. Instead, they extend the reach of leadership support across the conference by providing accessible, relational, and context-specific guidance rooted in Wesleyan theology and shared ministry.
Reflect. Learn. Lead.
If you want to be a Leadership Companion or are a Certified Coach that would like to train a cohort of Leadership Companions, click on the link below and
