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R W O K C A E T R N LIS E C I A T CA PE R S E DE R C N A R E E S C LF AR E E S MASTER -----M -----

E U CARE R T U A A L C

Career Development Gordon Jones For Mission Personnel Rosemary Jones

“ I thought missionaries are expected to do the things A good job fit, they like least and for which they are least gifted.” This comment was made to us as we were sitting in the student serving with lounge at a seminary in Switzerland, chatting with a couple one’s gifts/strengths, of students about member care. We had told them that we found career counseling a helpful tool in working with col- ongoing training, leagues in Africa. By now, the interest was obvious, and the and willingness number of students around us increased from two or three to about a dozen. All agreed that the concept that we could to sacrifice use our natural gifts in mission work and find enjoyment all blend together and satisfaction in such work was a new thought! On the field, we sometimes have to perform tasks that to form resilient, we do not like, stepping in to do whatever is necessary to effective, help the group. However, if God has uniquely gifted each of us, then surely our normal expectation is that He wants and satisfied to anoint and use those gifts in His service. “Everyone has mission personnel. different gifts, and these differences create a broad spec- trum of Christian usefulness. As a general rule, God plans “As each one to put square pegs into square holes” (Foyle, 2001, p. 44). has received Some Current Realities a special gift, so use it to serve Few mission members have any career development plan. Indeed, the idea of using the word “career” and the one another, concept of career development in mission work almost as good stewards seem oxymoronic. At a time when the number of people wanting to make a long-term commitment to missions is of the manifold dropping and the number of short-termers is increasing, grace of God” we need to attract long-term career people more than ever. All mission personnel need opportunities to develop their (1 Peter 4:10). skills. Yet much money can be used for recruitment and mobilization, with little invested in the further develop-

369 370 doing member care well ment of mission personnel, especially At the other end of the career path, long-term workers and potential future there is an increasing trend for people to leaders. take early retirement in order to serve in “One of the basic challenges of a mis- missions as a second career—“the Finish- sion agency is to find a balance between ers.” Other people volunteer for missions its commitment to accomplishing evange- following normal retirement. Many of listic tasks and its commitment to care for those who join missions in later life bring and develop staff. Too frequently, the em- with them many years of experience phasis falls more on the side of the task, shaped by personal development and to the near exclusion of the people who training opportunities. This may leave the are needed to work on the task. Organiza- long-term missionaries feeling woefully tional practices which place task attainment lacking in skills, in contrast to the special- over staff development are considered a ties that these “later arrivals” are bringing. non-acceptable operating procedure in today’s business world, and rightfully so. Natural Gifts This should be especially true within the mission agency, considering the biblical Does finding a place in missions for exhortations to care for and honor one career development mean that we are another” (Shedlosky, 1992, p. 247). buying into the latest “trend,” reinforcing The cross-cultural adjustments for a “give me this, I deserve it” mentality, and those coming from the Newer Sending bypassing the values of service and sacri- Countries (NSCs) are just as enormous as fice? Not at all! There are enough frustra- those faced by Western missionaries go- tions, plenty of opportunities to die to self, ing to the developing world. However, illnesses, refusal of visas, and general sometimes their preparation is less exten- stress, without having to add to them the sive, and the sending agencies have less pressure of having to work consistently in corporate experience. There is a danger areas in which we are not naturally gifted. of their repeating our mistakes. Those of In describing the relationship between us from the traditional sending countries stress and natural gifts, we can think of a may have more opportunities for career continuum ranging from those tasks that development, change, and growth. We we do easily and well (natural gifts) to must recognize that people coming into those that we will always do poorly (see mission service from the NSCs may also Figure 1). The latter are the ones in which need help and encouragement in career we are all “fingers and thumbs.” We can development and change. all do tasks that are outside our areas of Multinational companies recruiting gifting for short periods of time. However, from universities are now also emphasiz- if we have to function really outside our ing opportunities for in-house training natural gift range for long periods of time, and development, along with the salary then this will drain our energy, increase and benefits package. Today’s young our stress, and cause many of us to begin adults rate personal growth opportu- to malfunction. nities and opportunities to develop their career potential as very important Figure 1 values. Some multinational profes- Relationship Between Natural Gifts and Stress* sional service providers have an in- house career management service. Natural Gifts Learned Skills Unskilled Such a service is totally confidential to Gifted Non-gifted the client and gives help with career development both within and outside (energizers) (energy drainers) (stressors) the company. * Adapted from work done by J. Warkentin with SIL Intl. career development for mission personnel 371

“Ducks swim easily in water, but they being true to themselves and can begin to still have to walk on land—and they do malfunction more quickly than some other that poorly. Such waddling is a normal and personality types. People with personali- inevitable cause of frustration. But al- ties who need to be needed, however, are though ducks can’t eliminate land excur- energized by serving and meeting needs sions, they don’t make backpacking a in others, and this motivation may enable major part of their activity. You can’t elimi- them to function outside of their natural nate your waddling, nor should you gifting. Others are “company workers,” attempt to do so. Just don’t make it a pri- who love to support the organization, and mary activity. We suggest the 60/40 rule: they can sometimes work outside their Spend at least 60% of your time in your strength area if “the company” needs help. areas of strength, as indicated by your They often feel very virtuous about doing natural talents, and no more than 40% of this, which is a reward in itself. your time in areas of non-strength” (Brad- In their book, The Truth About You, ley & Carty, 1991, p. 37). Miller and Mattson (1977, p. 43) stress the Obviously, there is a potential clash for importance of identifying what it is that the “willing servant” who tends to respond provides motivation. They suggest a to perceived need and does not pay suffi- method of looking back over life and iden- cient attention to God’s gifting and His tifying the motivating factor in each accom- plan to use our gifts. The same is true for plishment. They write, “Every time you willing teams, departments, and organi- accomplished what you enjoyed and be- zations that sometimes go after areas of lieved you did well, you achieved a result service that are beyond them. of great importance to you. You got some- thing out of what you did. That ‘some- Under-Performers thing’ is always the same.” People working in the wrong role are sometimes judged to be poor at coping Career Development and/or cultural adjustment. Relationships and Counseling may be fraught with tension. Yet when we are in the wrong job, it is normal for our Career development for Christians is a coping mechanisms to be affected, and so lifelong process of determining how we we do not cope well with all the other can most effectively use our gifts in for- pressures of cross-cultural living. warding the work of the Lord. It includes “The incompetence we see everywhere managing our own development, growing is not because people lack gifts, but be- in our understanding of our gifts, and cause they are not in the right place for adjusting to the changing needs and op- their gifts. They are not being stewards of portunities in God’s kingdom. what God has given them. There are plenty Career counseling may be best defined of gifts to do all the work that needs to be as a set of services designed to assist a done everywhere and to do all of it glori- person in the career development process. ously well—so well, in fact, that people The counselor can guide the client to a would go rejoicing from day to day over greater self-awareness through an assess- how much was accomplished and how ment process aimed at defining those well it was accomplished” (Miller & intrinsic motivators which ignite one’s pas- Mattson, 1982, p. 41). sion and guide one’s choices. These mo- Some personality types fare better than tivators will determine, within the limits others. For example, some highly creative of one’s freedom to choose, what the per- people who value authenticity and per- son chooses to work on and the natural sonal growth are particularly vulnerable abilities he/she brings to work. to high stress when doing work for which Often, people receiving career coun- they are ill suited. They feel they are not seling in the missions context are aware 372 doing member care well of themselves—their interests, motiva- uneasy about this and came to us for some tions, and gifts. However, the tasks to career counseling help, to see if there was which they are called may be difficult to not a better fit for him elsewhere. He “know” or define. An independent person, wrote recently: “After talking to the career who has the time to listen and with whom people in the personnel department, I workers can talk things over and share discovered that the thousand and one their misgivings, may be what is really things that I seemed interested in (people, needed. Our experience has been that we maintenance, managing, even cooking) fit are rarely called on to help people move well with the role of center manager of out of mission, just to help them under- one of our overseas mission bases. They stand their job circumstances better and listened, and I can now look back on 15 maybe how to change things a little to ob- years and say I have been a very happy tain a better match between gifts and job. round peg in a round hole.” The constraints of life as it really is on the field make the above an ideal that is People who seek difficult to achieve. Those on the overseas a change in role field may be far away from access to a ca- Circumstances change. People change reer counselor, or indeed from anyone and grow. Many go to the field to fulfill with whom they can freely discuss such one role and end up doing another. Most issues. To address this need, we wrote a of us are not content to fill one role or self-help career counseling book, Natu- job for the whole of our working life. rally Gifted (1991), which enables users These days, people are looking for lifelong to produce a personal profile of their gifts, learning and growth opportunities. All of motivators, values, etc., in a work situa- these factors mean that career develop- tion. The book has been successfully used ment is a lifelong process, with particular by many missionaries on the field, espe- points at which career counseling may cially in Africa. help the process. In the middle of their career path, Benefits From many in their 30s and 40s are stopping to Career Counseling ask, “I’ve done this and achieved that, but People who are I feel God has more for me. What does He new to missions have for me now?” This is a normal adult developmental stage at mid-life, looking Many people, such as doctors, nurses, back at what has been achieved and look- pilots, and teachers, come into missions ing forward and planning for the future. to work in their area of training and ex- We have seen this process happening to pertise. Others come because of a call to many career missionaries. Without help to overseas service, without a clear job role. develop their mission careers in a satisfy- The latter will benefit from some career ing and fulfilling way, many of them will counseling input, possibly even before leave and go back into more fulfilling secu- leaving for overseas. This should help to lar employment. Surely there is nothing obviate the stress of the “square pegs in unspiritual or unbiblical in admitting that round holes” syndrome. Christians also follow the normal adult A young man, who had been working developmental stages. Perhaps the Lord for a local government office for seven used Abraham’s mid-life quest to call him years, came on a training course in lin- to leave Ur and move on. guistics, with a view to doing Bible trans- In the course of normal working life lation or literacy work. His gifts did not or even in an annual review, it is not al- make him a natural language worker. The ways possible for one’s supervisor to cover course tutors suggested he could function adequately future job options, further in such work in a restricted role. He was training possibilities, etc., since such op- career development for mission personnel 373 tions could well impinge negatively on the hated leading others, in a task in which person’s program in the short term. A she had little experience, to a country personnel officer or even a counselor or where she had not yet worked. Even be- consultant can usually be more objective. fore the team went overseas, the tensions It is sometimes possible to receive some of the training course began to sap her help by email these days, if it is not fea- emotional energy. The lively, happy per- sible to meet face to face. son disappeared. She began to question A missionary mother based in an Afri- her call to missions and started exploring can city was trying to find her role, now other options for service. The project was that her children were at school and she canceled. had more time. Should she go back to her How can we take such gifted people pre-mission career of teaching? Where and misuse them so? Is it our task orienta- would her natural skills best fit in mission tion that drives us to try to squeeze square work? This is what she said: pegs into round holes? We Evangelicals “At the time I went for career help, I seem to have a strong tendency to con- was wondering whether I should resign sider the task of evangelism so important from the mission and go back into teach- that we can be, as Pamela Evans (1999) ing or pursue the member care role I had entitles her book, driven beyond the call been offered. Teaching part time at a lo- of God. Consider Alister McGrath’s (1994) cal school showed me I loved the contact sobering words: “The price paid for Evan- with children, but I didn’t enjoy all the gelical activism is all too often Evangelical extra stress and paperwork that would be burnout. Evangelicalism has had its great involved. I thought the teaching role successes; it also seems to produce more would also hinder the time I would have than its fair share of walking wounded.” available to be with my own children. At that point, though, I wasn’t sure if I was People who struggle ready for a complete change of job. Go- with aspects of their role ing into the new area of member care was A Bible translator living in a rural Afri- a bit scary. can village appeared not to be making “Having the career counseling con- much progress. The family had been in firmed my thinking that in taking the mem- this assignment for nearly a decade, and ber care role, I wasn’t starting a track I their administrator wanted more reports, would hate or for which I would be to- more visible written results. Some career tally unsuitable. It was nice to talk things counseling help was given to this couple, over with someone with mission experi- and as a result a short-term member was ence but no vested interest in my decision. added to the team to write up the linguis- I saw that the gifts and skills I used in tic data and satisfy the administrator’s re- teaching were transferable gifts that I quirements. The short-termer used his could use in member care. I think the natural gifts to do this work, allowing the counseling gave me the confidence to give missionary family to concentrate on their it a go. Since then, I have been thrilled at strength areas. This is an example of the how good a match this kind of job is for fact that career counseling doesn’t always my skills and abilities.” mean career change, but it may result in job enrichment and/or redesign. Some- People who are times help is necessary to get people “over “square pegs in round holes” the hump.” One member of SIL Interna- Jennifer was a lively, happy, fun, and tional wrote: extroverted young adult in missions. She “Arriving in Africa at age 30, I had as- had made a great contribution in interest- sumed that this new career in Bible trans- ing young people to consider missions. lation would be as successful as my She was asked to lead a team, when she previous one in industry. But I found that 374 doing member care well

I was mismatched entirely for the context. help, given before the switch is made, can My training was good, the vision was valid, sometimes prevent a disaster. If there is but what I actually had to do in the daily no other option for the position of leader/ life of the project was very, very far from administrator, some help can be given to my personality and gifts. I came to the identify ways and means of coping, given conclusion that, at the least, I needed to the constraints of the individual’s own per- leave my organization. In addition, I had sonality, and maybe ways of using the gifts to question whether I knew the least bit of the others on the team. about how to listen to God. “The counseling I received from trained In teamwork and colleagues showed me that I had not fol- relationship building lowed the wrong vision but the wrong When two families were assigned to a avenue of service. Some of us are so taken project in a remote part of Africa, col- by the need that we can only see one way leagues commented on how very differ- to answer it. I found that God did indeed ent they were from each other. One family make me for Bible translation, and for the was comprised of organized, forward plan- last 10 years I’ve been doing so in techni- ners, while the other family had a casual, cal support and training, and now in man- “go with the flow” style. One family came agement and in funding administration. from a Reformed theological background; I’m certainly doing more for the Bibleless the other, from a Pentecostal tradition. peoples of Africa than I would have if I One husband was an introverted, analytic had been able to stay in my first assign- academic; the other used a relational, ment, and I’m certainly enjoying it more. people-oriented approach. We spent a Should this sort of evaluation have been week doing some team building with these available at our mission training school? two couples. Over the years, a gradually Yes, certainly. And it is now. I’m very happy deepening understanding of one another that the Lord made it available to me when emerged. This developed into a strong I needed it.” partnership in which each person could be appreciated for his/her different per- Those called sonality, skills, and abilities. to leadership Team building can include the use of A frequently encountered scenario in career counseling tools, such as the Inter- missions is that of someone who is already est Test (included in our book, Naturally functioning well in a particular role being Gifted), in order to help each team mem- asked to take on a leadership role. Maybe ber identify his/her natural gifts and styles the person is interacting with local people, of working. We usually include the Self- evangelizing and planting churches, when Perception Inventory (also in Naturally the field leader is called back to the home Gifted), which enables team members to country for family reasons. Almost all mis- identify their natural team role or roles. sions are desperately in need of competent In addition, we almost always allow time and experienced leaders, and a member for a considerable amount of open-ended of the team who is inexperienced in man- discussion with the team, using such ques- agement is asked to take over the admin- tions as, “What have you appreciated istrator/leader’s role. about being on this team so far?” and, But the administrator’s role, involving “What would you like to see change in the such things as corresponding with send- future?” At the end of each chapter in our ing countries, working on field finances, book Teamwork (1995), there are activi- and trying to guide strong-minded sub- ties that a team can do to help themselves ordinates, uses very different gifts and become a better functioning team. skills from the ones used in relating to local people. Some career counseling career development for mission personnel 375

Conclusion ———. (1995). Teamwork. London, UK: Scrip- ture Union. (Available from: Hatters Lane Mission service tends to have a poor Publications, 196 Hatters Lane, High image, not only with the secular world, Wycombe, Bucks HP13 7LY, UK) but in some cases within the Christian McGrath, A. (1994). Evangelicalism and the church as well. Career development is a future of Christianity. London, UK: Hodder tool that can help reverse that negative & Stoughton. image. Each person is a unique creation Miller, A., & Mattson, R. (1977). The truth of God, called to manifest the values of about you: Discover what you should be God’s kingdom, not just to accomplish doing with your life. Old Tappan, NJ: certain mission tasks. If we ignore these Fleming H. Revell. truths, we miss something of God’s pur- ———. (1982). Finding a job you can love. pose for us in our working together with Nashville, TN: Thomas Nelson. Him. Shedlosky, P. (1992). Career development and the mission agency. In K. O’Donnell (Ed.), Reflection and Discussion Missionary care: Counting the cost for world evangelization (pp. 247-259). Pasa- 1. Continue to look at the relationship dena, CA: William Carey Library. between career development and the place of sacrifice in missions. How do you integrate these two areas? 2. How realistic is it to talk about ca- reer development for personnel from sending groups/nations having limited resources, such as those from the NSCs? 3. List a few things you are doing to further develop yourself and your work. What else could you do? 4. What are some of the main ways that your organization is providing career de- velopment for its personnel? 5. Which of the approaches/tools listed Gordon Jones and Rosemary Jones have in the article seem the most useful for you worked for 36 years with Wycliffe Bible Trans- in your setting? lators/SIL International. The last 13 years, they have been Personnel Development Coordina- References tors for Africa. They have traveled extensively in Africa, doing career counseling, short-term Bradley, J., & Carty, J. (1991). Unlocking your pastoral counseling, team building, and re- sixth suitcase: How to love what you do treat leading. Before that, Gordon was Per- and do what you love. Colorado Springs, sonnel Director for British Wycliffe. Gordon CO: NavPress. has a bachelor’s degree in metallurgy (Aston Evans, P. (1999). Driven beyond the call of University, Birmingham, UK) and a diploma God: Discovering the rhythms of grace. in theology (London University). Rosemary Oxford, UK: The Bible Reading Fellowship. has a bachelor’s degree in psychology (Open Foyle, M. (2001). Honourably wounded: Stress University, UK) and a diploma in pastoral among Christian workers. London, UK: counseling (Nottingham University, UK). Both Monarch. trained as career counselors at Dallas, Texas, within SIL. They have written two books, Jones, G., & Jones, R. (1991). Naturally gifted: Naturally Gifted (1991) and Teamwork A Christian perspective on personality, (1995). Email for both Gordon and Rosemary: gifts, and abilities. London, UK: Scripture [email protected]. Union. (Available from: Hatters Lane Pub- lications, 196 Hatters Lane, High Wycombe, Bucks HP13 7LY, UK)

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R W O K C A E T R N LIS E C I A T CA PE R S E DE R C N A R E E S C LF AR E E S MASTER -----M -----

E U CARE R T U A A L C

Training Asian Counselors Ron Noll For Missionary Care Barbara Rohnert-Noll

Called one of the “Little Tigers” of Asian commerce, Singapore, previously the Singapore is imbued with an ancient Chinese Confucian tropical gem of the British culture that readily absorbs Western commerce and tech- nology, yet subtly prevents many Christian values from tak- Empire’s colonial system, ing root any deeper than its shiny, commercial veneer. is located right on the We wondered what God had in mind by sending us to Singa- pore. Our vision for missionary care evolved into a 10-year equator. On my first strategic plan of development, contextualization, and ap- mission survey visit to plication. In the first year, we came to realize that bringing the modern Christian counseling movement together with Singapore in 1988, the burgeoning Asian mission movement was, in fact, our it looked like any other major task. It would continue to be so for many additional years, but for now we would begin by seeking to train coun- world mega-city, but even selors in a Singapore seminary and help prepare them for more modern and most ministry with sending churches and mission organizations of Asia. In addition, we were endeavoring to provide emer- certainly cleaner than gency care for missionaries in crisis, as a model and practi- most Western cities. cal example of our central goal of missionary care. The process proved a challenging one, and numerous obstacles What a strategic and had to be overcome, as we detail below. inviting place to launch The Preliminary Platforms for Start-Up a member care ministry The first strategic planning step involved our specific on behalf of Asians! commitment to God’s call. In retrospect, like many things But when we finally settled in our lives, we now see the actual timing and purpose of His hand behind it all. In 1987, I (Ron) finally accepted as there in 1992, we found real the “word” I had received from God: “Go develop a the modern appearance, Singapore-based triage and missionary care program, con- nected with an email network support system, for mission- along with the hopes for a ary families at risk in Asia.” God saw the future and gave relatively smooth ministry, direction. Our 10-year plan was completed in almost ex- actly 10 years from the time I first wrote it and committed extremely deceptive.

377 378 doing member care well it to the Lord in 1987. Below are the basic vided the government-certified, formal, moves God put us through to reach the academic platform we needed. goal. They are now listed in neat, linear order, even though at times in reality they Practical Experience overlapped. We often found ourselves ask- Platforms via the Church ing, “Which project via which platform is Just as in medical training, where stu- most urgent?” dents gain experience at a teaching hos- pital, we needed a platform where our A Platform for students could practice what we were Strategic Location in Asia teaching. Some of the new churches in In the 1950s, after returning from a Singapore provided this platform for difficult stint on the field in Guatemala, I showing how our holistic member care tried to evangelize Asians on campuses model worked in action. We did lots of with InterVarsity Christian Fellowship. I basic training on listening, feeling focus, had no success, and I told God, “Send me and critical incident debriefing, plus track- back to the field—anywhere but to Asia!” ing and recording behaviorally observable In 1987, I received a call to return to my growth of the client. Fortunately, the first love, the mission field. It was to Asia! Singaporean Chinese churches in which But Barbara wanted to return to her first we worked, being very communal, found love, Africa, where she had served before a place for nearly everyone to fit into the we were married. God confirmed Singa- body and feel a sense of belonging. This pore to me, and it seemed logical, since was something we saw lacking in many we needed to settle where the largest Western churches in which we worked. In number of Asian missions and sending the Chinese churches, membership meant centers were located. Looking back, God’s being an active member of a small group. choice of Singapore was perfect. Today, The result was that there were few isolated Singapore is even more strategic to mis- folks in the church. In spite of attempts at sionary training and sending, since Hong covering problems to save face, at the first Kong has now gone under Chinese Com- sign of physical or emotional disorder or munist rule. marital disharmony, these caring churches took responsibility for early identification Platforms for Promoting and initiation of the healing process at the Holistic Member Care in Asia cell group level. They did not wait until In order to anchor new concepts in a the problem got worse and then send culture like Singapore, we believed we had members out of the church to secular spe- to find platforms in formal, tertiary edu- cialists. However, some of the care they cation settings that granted degrees that gave made things worse, so we were in- were accepted by the strict Singapore gov- vited to help. Thus, these churches be- ernment. We also needed practical expe- came our second platform for exposing rience platforms in which to do hands-on Singaporeans to a holistic model of mem- training in our new model of holistic mis- ber caregiving. sion and church member care. From these A Cross-Cultural Training platforms, we could teach the basics of cross-cultural counseling and modern Platform for Asians pastoral care and better prepare mission The third platform that we needed for candidates. We felt that this training could people bound for foreign service was an work preventively to help reduce the at- agency or institution that offered a cross- trition rate among Christian workers. So cultural counseling experience, especially Barbara and I accepted positions in the outside the Asian, Confucian culture. In- Pastoral Counseling Department of a ternships in Asia were not well monitored, Singapore seminary. These positions pro- so we sponsored our students’ internships training asian counselors 379 at the Good Samaritan Ministry Interna- cial workers, and Christian church and tional (GSM) training center near Port- mission staff. land, Oregon, in the United States. This CRN’s initial focus was on introducing gave us the cross-cultural counselor train- the holistic, developmental recovery and ing needed for missionary counselor can- member care model, in contrast to Singa- didates who had never been out of Asia. pore’s traditional medical model. This The free scholarships, including board and strategy gradually gained acceptance room, were and still are extended to those among the governmental, church, mis- we trained. This meant that these Asian sion, and secular communities. For ex- students had to pay only for their air tick- ample, we were eventually invited to do a ets. This training opened a whole new weekly radio program, “Ask the Counse- door of understanding in Singapore as to lors.” This program drew telephone call- what holistic member care really meant. in questions, which we were allowed to Here is a humorous anecdote from the answer from a member care counseling debriefing of one of our Chinese students point of view, as long as we did not men- returning from GSM’s three-month cross- tion church, missions, or religion in gen- cultural counseling internship: eral. Eventually, using CRN as a local, “I got my first client at GSM and was grass-roots launching pad, we were ready overwhelmed. I am just 5 foot, 1 inch tall. for the next step of our strategy. With the The huge 300-pound black man that en- encouragement of some international and tered the counseling room almost filled it local member care colleagues, such as Sam with his 6 foot, 4 inch frame and shoul- Kuna with Singapore Teen Challenge, we ders like an American football player. He established a regional interagency affilia- sat down and addressed me this way: tion called Member Care Associates Asia ‘Whass happenin’, baby?’ I did not know (MCAA). what to say. I had no idea what to do. I latched onto the only word I understood, A Favorite ‘baby.’ So I asked him to tell me about his Training Approach baby.” The two CRN training topics that A Platform for Reaching gained the most favor among Asians in the Professionals in the Community public sector were the workshops on griev- A fourth platform was for introducing ing and addiction. The two training meth- our model and our witness to Asian profes- ods most favored were our adaptation of sionals in the general public. We developed a “fishbowl” exercise and our model of this public platform with a Singaporean small recovery groups. The fishbowl used social worker, Mrs. Esther Zer-Wong. real live volunteer cases from the audi- Esther helped us found the Church Re- ence. The lively interaction during this covery Network, which soon became the exercise compared favorably with what Community Recovery Network (CRN). Singaporeans usually received. Normal This organization continues today as fare ran from the so-called “hit and run” Singapore’s central clearinghouse for “re- international counseling speakers, who covery training” (recovery in the sense of were highly cognitive and theoretical, to healing from various types of addictive the other extreme, in which the confer- behavior, including workaholism, eating ences were highly ritualized political ral- disorders, sexual addictions, substance lies for government programs. abuse, etc.). Today, under the direction of The fishbowl exercise was focused on Esther, CRN connects and trains both non- building “processing” competence. The professional and professional care work- first learning objective of the training was ers, including government drug and to reduce resistance, so as to reprogram prison counselors, Muslim and Hindu so- the “passive student” or “uninvolved ob- 380 doing member care well server” behavior, common even among local facilitators to interact and get a sense trained professionals. Once we had estab- of how far into the process the trainees lished participants’ trust through a sense were. We held the time schedules and of safety and clinical competence, the ex- basic structure as constants for all our ercise seemed to cut right through the se- training, so the participants came to know crecy of their face-saving, cultural shame what to expect from our training group and fear of exposure to ridicule. from year to year. Yet the content often The fishbowl exercise began with one changed from day to day and from event hour of teaching on a counseling topic, to event, to target the audience’s needs followed by questions and a coffee break. better. Changes depended on our local During the break, the trainees were given facilitators’ feedback and assessment of an assignment to discuss what was just how the trainees were progressing. The presented with another trainee whom they constancy and predictability of the basic knew the least. Then the presenter, a structure provided security to these Asian skilled therapist, would sit facing a volun- trainees. For us, it provided a reference teer client, with both individuals sitting point against which we could measure in the middle of two concentric circles of other variables over time. We found that trainees. The trainees in circle 1, the in- this structure released high group energy ner circle around the therapist and the and interest, and it resulted in a steeper focus person, were chosen because they learning curve. had experienced a problem similar to that We followed up on the process with of the focus person. These individuals re- free monthly CRN meetings, where our mained quiet observers for the first hour. local facilitators and trainees could report Then, after an hour of intensive process on how they were using what they had between the therapist and the focus per- learned. There they could also network son, the trainees in circle 1 of the fishbowl with others to learn new applications and could ask questions of the focus person to gain support to continue, even against and the therapist. After another tea and resistance from “traditionalists.” The key coffee break, those seated in the outer to training success was the constant feed- circle 2, could volunteer to exchange back system from local facilitators, whom places with those in circle 1 and ask ques- we trained during the seminars. The fa- tions. This gave the more apprehensive cilitators were trainees who, after attend- trainees a chance to find their comfort ing one of our seminars, returned and level and test the safety level of the pro- volunteered to lead the small groups and cess. Later in the day, the plenary group give us feedback. During a seminar, we broke up into small groups led by facilita- met them for training and feedback three tors whom we had trained and who gave times daily: in the morning at breakfast, us feedback as to how learning was pro- at lunch, and at dinner in the evening. gressing. Once they were trained in our small-group The fishbowl was actually part of week- format, many CRN facilitators went on to long seminars that we offered. We started run groups in their own home communi- by having everyone introduce themselves ties or agencies. We had 14 CRN small and tell why they were there and what they groups for support/recovery running in wanted to learn. Then content-oriented Singapore at one time, some even in pris- presentations were made. Each morning, ons. For those facilitators who wanted to the seminar themes were progressively continue on, we offered an ongoing mem- explained a bit deeper. But these content ber care Training Of Trainers (TOTs) pro- lectures were never more than an hour gram. These were the people who kept long and were followed by a time for ques- our training practical and kept it hitting tions and answers. Then there was a cof- the felt needs of Asians. One director of a fee break for social exchange and for our government counseling agency responded training asian counselors 381 to a questionnaire by saying, “We have of psychological training of American or never experienced such deep, live-action, European programs. But we did not want process training in all the years of train- simply to be a “diploma paper mill” to get ing as government-employed counselors.” them certified. Could we do it? This response of a government official The upshot was that we had to decide brought a breath of relief. We had gambled what levels of training we could offer both that our strategy of staying flexible, with inside and outside the seminary’s struc- no budget and bypassing the govern- ture. Based on the work of Richard and ment’s formal registration of CRN as a “for- Laura Mae Gardner (1992) of Wycliffe, we mal organization,” would pay off. We did considered four levels of training: this by building a network of equal, inde-
Level 1 includes people involved in pendent, volunteer associates. We thus people-related tasks, needing only work- avoided legal fees and avoided becoming shops to get training, discussion, and a professional, traditional, static, struc- some practice of core interpersonal skills. tured organization in which we would
Level 2 involves the “skilled people have to spend most of our time filling out helpers” or “peer counselors.” Training is government application and permission now available around the globe for those forms. Thus, with the network model, interested in learning peer-level helping CRN survived and had more flexibility to skills. The Stephens Ministry program is respond to immediate felt needs of the excellent for those starting out in this area. local trainees.
Level 3 is for those more serious about counseling but with no time or re- Issues in Planting sources available to go into a full-time New Models for Helping training program. They may take courses and Member Care piece-meal and eventually enter a formal degree program, but at the present they In making the transition from the may receive training in the field through United States/Europe to Asia, we encoun- mentoring and email. Examples of such tered a number of obstacles. Among these programs include Wycliffe’s training were the need to develop personal cred- (based in Texas, USA) and the mentoring ibility, the need to reconsider the models program of Western Seminary (Oregon, in which we had been trained, cultural ob- USA), with which we are affiliated. stacles, institutional and personal limita-
Level 4 is addressed to people pur- tions, and compassion fatigue. In this suing graduate degrees, who desire to pro- section, we will examine these challenges vide a full scope of therapeutic, preventive, and some of the ways we were able to re- growth and enrichment, consultative, and solve them. educative services, as well as crisis inter- vention and referrals. Training Levels in Asian We decided that we could handle lev- Seminaries and Churches els 1 and 2 in CRN and levels 3 and 4 at At our jobs in the seminary, we soon the seminary where we were teaching, but encountered some problems that we had of course there was much overlap. Our not anticipated. It is said that getting into original target in Singapore was to develop higher education in Asia is difficult. But a cross-cultural, member care counselor- once you are in, you will graduate almost training program. Graduates would func- no matter what. We had to decide what tion both in missions and in churches. kind of counselors we could realistically While we were more focused on training train and still ethically call it a Master of competent Christian peer-counselors for Arts program in pastoral counseling. We the sending churches, the seminary fo- wanted to provide entry-level counselor cused more on turning out pastoral coun- education for Asians, without the depth selors with master’s degrees, who would 382 doing member care well function as encouragers, giving a Bible member care class in Asia. Then we were verse, a prayer, and a pep talk about look- invited to write a proposal for a member ing to God for the answer. The seminary care program patterned after Employee As- leadership criticized our approach, ex- sistance Programs (EAPs), which I had pre- pressing that they were afraid that our viously developed in the international technical and psychological counseling corporate community and military. training, even if Christian, would cause too Understanding of member care in much dependency on man and not many missions and seminaries was mov- enough on God. ing slowly, so we focused our energies on building the community network we had From a “Counseling Only” established (CRN) as a member care to a “Whole Person” Ministry launching platform. Then we moved to At our first arrival, we were seen and establish Member Care Associates Asia used only as academicians, teaching pas- (MCAA) as independent from any one toral counseling inside the seminary walls. mission or church affiliation, making it Local leaders needed us as instructors in open to all denominations, missions, and order to get accreditation, but they re- missionaries needing help. Within the next sisted counseling as non-Christian and year, MCAA was openly serving individual missionary care as primarily for those who missionaries from many Asian missions are mentally ill and weak. Then one day, stationed in Singapore. Next, we were in- six months later, there was a potential staff vited to teach the member care model in suicide. The director did not want anyone several East and Central Asian nations. outside the organization to find out about Locally, as members of the Singapore As- it, so we were called on for our crisis inter- sociation of Counseling, we were asked vention skills. Now we realized we were to write the first legislation draft for na- being seen somewhat like firemen, called tional certification of counselors. We de- only after the fire starts. We were not used veloped a licensing program with an entry for our prevention-oriented, member care ladder that started with counseling stu- skills or vision. But at least our roles were dents as “associates” and led all the way expanding from being classroom-bound up to full doctoral-level licensing. This academicians to being useful practitioners program was designed to encourage be- on the field. ginning Asian counselors to continue their We had the definite sense that our mis- training, seek qualified supervision, and sion leadership had not yet embraced become competent licensed practitioners. member care. Yet trusting relationships These developments brought us right with individuals opened the door for us up to the end of our 10-year plan, at which to do member care for the staff, at our time we intended to turn over the pro- home and after official work hours. The grams we had established to locals. Then needs were real, but there was a reluctance God, through a series of painful events to have anyone know about them. Prog- ending in our visas being cancelled, ress in selling member care as a biblical, moved us to Germany, where we had done holistic approach was still in question. some previous member care work. Since This was a lesson in patience for us, since Europe already had many trained coun- we saw the pain and need every day in selors, we were freed from much direct churches and missions. contact with counseling, and we focused After three years, we were allowed to on developing primary prevention mem- form a member care committee at mission ber care courses for young missionary headquarters with the personnel director. leaders. We called these courses Charac- After about four years, Barbara was per- ter Development for Christian Leaders mitted by the seminary to write curriculum (CD1). Our email consultation for mem- and teach the first formal education-level ber care workers helped see us through training asian counselors 383 the time of grieving over the loss of con- we came to believe that this clash of val- tact with Asian friends, many of whom ues is not really a conflict between Asian were Asian missionary counselors with and Western values. Western values and whom we had worked and trained. This traditional educational practice, along need for personal continuity of our glo- with some leading Evangelicals, conflict bal friendships has motivated us to con- with these counseling values too. We had tinue our work by linking with other to learn how to understand the conflict similar resource agencies. before we could appreciate the challenge that we faced. So as not to impugn the A Clash of Cultures Chinese culture, we wish to state that hav- To return to our time in Singapore, we ing worked on three continents, we real- found a distinct difference in the ease and ize what we have said here of the Chinese issues of training church members versus culture can be said of all traditional cultures training educated (bachelor’s level) Asians. regarding resistance to change. Below are When training seminary students in coun- several issues that arose as we explored seling, especially in the member care the contrast between Asian and Western model, we soon found ourselves caught values affecting cross-cultural counselor in a clash between Chinese racial and so- training and education in general. cial classes, as well as a clash with other Asian cultures. Multiculturalism was leg- The Asian model of islated by the authoritarian government personal interaction of Singapore. However, it had not seeped Such practices as “saving face,” a dic- all the way down to the grass-roots level, tatorial level of authority, emotional pas- even though Christianity had facilitated sivity, and practical ownership of family the process more in Singapore than in members by elders struck us as simply not Indonesia and Malaysia. “Christian” when we first arrived. But we One hindrance was our own overly soon came to see not only the downside rational, Western approach and linear view but also the upside of our host culture— of reality and Christianity. Our previous the high value placed on honor, respect, cross-cultural training had done little to and care for elders as they aged, a moral equip us for the magnitude of the con- code that in many ways seemed superior flict. We were not prepared for Asian cir- to that of Western Evangelicals. As Chris- cular thinking, for other uniquely Asian tian “agents of change,” we continually cultural complexities, or for the satanic had to ask ourselves where the line was forces that were openly hostile to mission- between teaching new changes and re- aries in non-Western cultures. Despite all specting old cultural traditions and cus- the assurance that we were invited by toms that seemed “non-Christian” to us Singaporeans to help them in the area of Westerners. education, we still faced tremendous pe- The new therapeutic models riods of doubt and depression. There were days that we needed counseling more than New therapeutic models include dis- our clients and students. We clung to our covering inward truth, wearing one’s true belief that God had called us there to do a face, taking more personal responsibility, specific job. But it certainly was not easy emotional awareness, authority which em- or straightforward, as we Westerners ex- powers others, etc. pected it to be. The new education models At the end of the first year, we realized that many Asian cultural values were al- In this category are adult-oriented, self- most diametrically opposed to those by motivated education, with the non-hier- which modern, Western counseling and archical teacher as a co-equal learning education operate. With more experience, facilitator, versus traditional pedagogy, in 384 doing member care well which the superior teacher lectures to the in our addiction programs. We gave grade inferior student; experiential, guided, self- points to the students for helping each directed, discovery learning rather than other, but this offended their pride. Com- authoritative indoctrination; holistic, petition was rife, while needing help growth-centered learning; empowering of seemed to be only for weak, uneducated students to their full, God-given potential persons. We wanted to model that the (i.e., focusing on enhancement of stu- member care approach stressed equality dents’ development to full functioning, and acting more like a family, in which the rather than on institutional and social/ members take care of each other. But cul- political correctness); and interaction as tural conflict continually entered the colleagues versus a hierarchical system. scene. We found one solution was to in- It was features of the new educational vite students to CRN meetings and to run model that we sought to implement which the meetings more like Alcoholics Anony- placed us in the most conflict with more mous and less like church or seminary. traditional educators. Basically, we at- Another example of culture clash in- tempted a non-formal approach to edu- volved a group of Korean students. These cation, based on the thinking of Ted Ward students appreciated our making a stu- and others, while assuming that as adults dent lounge outside our office, where they the students were self-motivated and were could meet more like family. A Chinese attempting a change from the traditional student leader came and tried to tear the Asian model under which they had grown lounge apart. He told us a seminary should up. In our minds, the motivation and re- be run like a business office, where one sponsibility for learning shifted from the comes to do academic paper work, not teachers to the local Asians themselves. with this family-like informality. Against his This approach appeared extremely radi- wishes, the Koreans continued to meet in cal, even to some of the older American the lounge to support one another any- missionaries. But as we will explain later, way. Of course, this forced a wedge be- we came to see that it worked well, once tween the two largest groups of students we got the students out of the classrooms in the seminary. A final resolution came and into “simulation training” in the field. when a Korean replaced an American as director of the seminary; then there was Seminarians at the Cross no question which way the seminary or at Cross-Purposes would go. After the honeymoon period of entry Critical Thinking to the new culture was over, we realized that only a few seminary students were vs. Critical Spirit working at their own personal growth or We sought to prepare cross-cultural Christian character development. The counselors to counsel with appropriate mission leaders said that in practice char- respect for other cultures, yet to confront acter development is a private matter, not evil and dysfunction wherever they saw it. the responsibility of the mission or aca- We wanted to teach them “reflective think- demic organization. Yet we had made it a ing” versus their tendency to do “all or part of the training requirement. There nothing” or to engage in “black and white was an especially noticeable class-based thinking.” Our dilemma came when we arrogance in university-educated Asians. attempted to teach the students to see and We could not get them to give up their think in categories of delicate, subtle, cul- biased, class elitism and “bring it to the tural shades of gray. We were then accused cross.” For example, we worked with hand by other American missionaries of teach- workers from the churches. The seminary ing “unbiblical, psychological, and moral students looked down on these hand relativism.” This hurt us tremendously and workers and even more so on the people drove us even deeper into community training asian counselors 385 work and more and more involvement chology and theology from American texts. with the many Charismatic churches of The new curriculum would have to con- Singapore. sider not only the cognitive domain, but More cultural differences surfaced also the affective domain (or emotional when we tried to teach the difference be- intelligence), and it would have to be un- tween criticism and critical thinking. In- derstandable in the cultural context. We stead of scolding the students as they were had some local support on this emphasis, used to, we asked them to evaluate their since the Prime Minister said Singaporeans behavior and reflect on the consequences. must open up and learn emotional intel- We used lectures, written explanations, ligence in order to survive in the new cen- and question and answer sessions. We at- tury. Thus we found ourselves thrust into tempted to be very collegial. We also in- the role of being more than just teachers, vited them to critique our style and not but also social change agents. merely criticize it. However, we were told that this just would not work between “Hit and Run” vs. teachers and students in this culture. “Staying and Caring” Nonetheless, we continued to teach what Gary Collins, in a video interview with we thought was culturally appropriate to us, used the term “hit and run” counsel- Christians, with openness and friendli- ing to describe the random, one-time ness, yet maintaining appropriate bound- speakers that inundate Singapore (usually aries between our students and ourselves. to sell their books). He noted that this We wanted to make both our students and approach was in contrast to the hard our clients feel relaxed and ready to open follow-through process we were doing in up and express themselves freely. But for Singapore after the hit-and-run speakers the first few years, the friendly interactions had left. We felt supported by Gary and between teacher and student and even his comments. The challenge for us was non-directive counseling sessions were creating safety and openness over time, often seen as a weakness and were met so that trainees could dig beneath protect- with suspicion. The students often ing their social image and say what was thought in “all or nothing” terms, believ- hurting them. We believe that this is nec- ing that what we wanted was intimate essary in order to develop deeper inter- friendship or else that we ourselves were nal self-knowledge in our relationship to weak, needy individuals. God. Psychologically, the Confucian cul- ture’s practice of face-saving is based on Invisible Curriculum the appearance of honor. But in today’s Development world, these practices are diametrically It was around this time that we began opposed to deeper self-knowledge and in- to realize that we had an enormous chal- dependent critical thinking. The most lenge of curriculum development ahead vivid example is seen in Asia’s various re- of us. The seminary had been modeled ligious cults, marked by “group think” and after a conservative seminary in the United herd instincts to follow the leader into per- States, without a sense of the “non-con- sonally destructive practices. tent” oriented, invisible curriculum that Our Christian counseling methods cross-cultural psychologists and educators were based on a notion of ongoing Chris- had been developing over the last decades. tian development and progressive sancti- The situation prompted us to seek out fication of the inner man. For the first few other pioneer cross-cultural counseling years, we wondered whether we were even educators, such as Gary Sweeten and Gary scratching the surface. However, the prac- Collins. These men were open-minded tice of caring for one another (outside supporters who went beyond merely one’s family) was opened up to some de- teaching an American ethnocentric psy- gree by the Charismatic movement that is 386 doing member care well still impacting Singapore. Charismatic and growth away from the old, traditional pastors taught members of their churches Asian values. If our students were to op- healing techniques that they could easily erate as missionaries and cross-cultural practice with each other. The first of these counselors outside the walls of the Chris- was prayer for healing and for deliverance tian compound, they had to have experi- from the demonic. By the early 1990s, ence in dealing with these issues. many churches were practicing all-night The first film we used was from the deliverance on everyone for everything. As book of a noted Chinese author, Amy Tan, is typical in such movements, the pendu- called The Joy Luck Club. This story is lum swung to extremes before reaching a about a Chinese family facing the above- balance. Eventually, I was called in to con- named taboo issues and coming out from sult about diagnoses, since some pastors under traditional society into modern so- were getting burned out. Excessive diag- ciety. However, this excellent film chal- nosis of demonization was gradually tem- lenged Chinese traditional values and thus pered in most cases. By the mid-1990s, the was described by the Singapore news- pastor of a large Singapore church led the paper as being too Western or American. way by commending counseling as an al- The other side of the coin is the case ternative, when appropriate. We were then of a denominational leader who was over- able to introduce peer helper training to seer for 40 Singaporean churches. Speak- some 100 pastors. ing about the member care team we trained in his home church, he said, “Your Breaking Through methods of handling things are not ours. Destructive Taboos They do not match our traditional culture. Though talk of sex is a taboo in this But ours didn’t work, and yours do. So I Confucian culture, we were given permis- think when the other churches taste of this sion to teach a course on Christian sexu- approach, they will want more.” ality at the seminary, which was open to Re-education in a the general public. We dealt with a wide spectrum of sexual behavior, using the Hierarchical System book Sex for Christians by Lewis Smedes Teaching compassionate, empathic (1994). One of our guest speakers was understanding was most difficult with a Christian recovered homosexual, Cy many of our Asian seminary students who Rogers of Exodus International. His pre- had a “higher education.” They acted and sentation broke down some barriers to seemed to think of themselves like rich discussion. This was needed, since many ladies trying to do charity work for the Singaporeans were in the midst of rapid lower class without getting their hands change. They were facing challenges they dirty. They spoke as if people who needed never had imagined in their homes, with counseling were either morally inferior or, rigid traditional values and unwillingness at the other extreme, having a spiritual to allow discussion about problems. Thus, problem and needing deliverance. The many young people were defenseless most humbling and most resisted experi- when confronted with new issues, espe- ence for these students was the require- cially in the area of sexuality. ment to attend and pay for 20 sessions of This class did not work very well at first, personal psychological counseling with a until we found that Asians could become qualified Christian Singaporean counse- openly emotional while viewing films deal- lor. The resistance to this requirement ing with their core issues. So we used films even came from the older American lead- as a springboard to discussion of the most ership, who tried to do away with it. taboo topics. These topics included free- We had to start most Asian bachelor- dom of thought and individual action, filial level students in the program at a level piety, sex, divorce, cross-ethnic marriage, equal to a United States high school gen- training asian counselors 387 eral psychology class. We attempted to class. We then divided up into small work them up slowly to the level of a groups of no more than five. The ones that graduate student. Generally, Asian stu- spoke the best English and a mother dents could memorize easily and quickly, tongue would moderate the discussion but application was a mystery to them. To group in other languages. assist in this area, we rewrote our entire curriculum, contextualizing it to our stu- Useful Tools in Cross-Cultural dents’ felt needs as Asians and following Member Care Training tips from The Seven Laws of the Learner We have already mentioned the fish- by Bruce Wilkinson (1997). We introduced bowl and role-playing exercises. In addi- skits, role-plays, and psychodrama to bring tion, “simulation training” outside of the lessons alive. Our lesson plans were pre- classroom for missionary candidates from pared fresh for each day, depending on the churches as well as for our seminary where the majority of the class was in their students became an exciting new learn- understanding and personal experience. ing tool. If we did not challenge the old And finally, we wrote plays and made our way of doing things, our students would own videos with students in them, in or- just put the new content into the compart- der to contextualize accurately the ex- mentalized boxes of the “old school.” No amples we used. application would come from that. We found that once we got the students out A Breakthrough of the classroom, they performed differ- via Role Playing ently. They gradually seemed to awaken Once the students saw videos featur- and switched from their passive student ing their peers, a real breakthrough came role of “learned helplessness” to a more through the use of role playing and later flexible, “adult, self-motivated mode.” through psychodrama. The latter was used They were then more ready to face the as a way of safely dramatizing one’s life member care helping process and reality. span, stages, and mistakes which block To help students identify their internal character development. The entire pro- “negative self-talk” without diagnosing it gression was done in a few hours, rather as something horrible or demonic, we jok- than taking sometimes months to see ingly introduced a new internal observa- these patterns. This strategy, ironically, had tion practice to them. We told them that its chief effect on the part-time students, they had a little inner “Babbler,” whose community church counselors, social voice one could learn to hear and distin- workers, pastors, and missionaries we guish from the voice of God. William Backus worked with. All of these people were in- (1980), in Telling Yourself the Truth, calls terested primarily in practical problem it the “inner homunculus.” If students solving and counseling competence, not could learn to hear their personal Babbler, just grades. For them, these counseling they could make a conscious decision skills were the new-found doorway to whether they wanted to consider the voice dealing with sticky congregational, fam- or not. We explained to them that we were ily, and mission team problems. They not training them to sear their native con- loved to role-play and learned application sciences, but to become aware of the well from skits. The skits had to be writ- subtleties of the enemy and the biases of ten to contain the elements of the sub- their home culture. We explained this in ject, topic, and problem all woven into the framework of our Christian Character favorite Asian themes. Those with sad end- Development class, using Henry Cloud’s ings were very popular. So we often wrote (1992) book, Changes That Heal, as a text. short skits, rehearsed parts with students We saw this as stress prevention, enabling before class, and then directed them into the students to think and discern instead deeper process as they did their skit in of just reacting under field stressors. 388 doing member care well

Holding the Line on were required to sign up and attend a Competence Requirements small group for at least one round of seven meetings. If they missed one session with- The seminary context out a valid excuse, they were assigned to As time went on at the seminary, the a second and third round until they got issue of face-saving and its heavy effect on honest and stopped playing the face-sav- academic requirements made student ing game. This was “face-breaking” or ad- evaluation a political time bomb. Face- mitting one’s brokenness before the Lord saving exists in all cultures, but it has and others in a safe place. It sought to help reached a high degree of importance in candidates in becoming more open and Asia. This was evident in the difficulty we vulnerable, promoting vulnerability and had teaching cross-cultural issues such as self-awareness of their unfinished charac- non-judgmental acceptance of a client’s ter development issues. These were not race, cultural habits, etc. We found issues encounter groups. No confrontation or ad- of boundaries, competency, counseling vice-giving was allowed in the group, only ethics, and policy definition all enmeshed sharing what was giving one trouble or and very difficult to deal with. Our educa- blocking one’s character development and tional ethics felt strained by administra- spiritual growth. In this way, we believed tive pressure to get the students through that the Holy Spirit was allowed to con- school. This not only affected grades and vict. This conviction opened proactively graduation, at which proud parents at- what otherwise might be opened under tended, but it also affected field readiness. stressful pressures of the foreign field. Much academic/political pressure was Following the missionary candidate’s placed on us to help students not be application period, the individual was shamed by their own misbehavior—to assigned to a work supervisor and a char- help them avoid consequences from acter development trainer who kept inde- which they could learn. In the United pendent records of the person’s behavior States, we would have called this “en- and placed him/her on a developmental abling”—reinforcing and encouraging scale called the “Ramp.” The trainer another’s unhealthy behavior by not con- marked a candidate’s score in several ar- fronting it. Of course, the phenomenon eas and then during evaluation would take exists elsewhere too and not just in Asian an average between them before discuss- schools. ing the candidate. No one had the author- The final competence evaluation re- ity to change the cut-off for an individual’s quirements that we designed for the semi- score. That had to be agreed to before- nary master’s degree stated that students hand and recorded with a sign-off similar would turn in video recordings of three to the military. To the candidate or trainee, clients they had counseled. Professional we described the Ramp as an evaluation persons from outside the system would instrument and as a “take-off ramp” to the judge the counseling student. To save face, mission field or to the new, desired posi- however, this requirement was replaced tion. When a candidate was failing, the by the traditional written exam. approach taken was not scolding but ask- The church context ing, “How can I help you get over your next growth hurdle on the Ramp?” Below Similarly, in the church settings, we are some of the items observed during the taught that getting to the mission field Ramp assessment process. sooner meant showing a willingness to get
Character development scores. A involved in the counseling process. We willingness to laugh at self; escape through had more influence in the churches than recreation when appropriate; read and do in the seminary. They wanted quality over assignments, making application of con- tranquility and face-saving. Candidates tent to their own lives; deal with blocks, training asian counselors 389 addictions, habits, friends, and family start with our affective response, before members that hindered their progress to- we could get down to serious cognitive ward their goal in spite of social pressure and planning issues. First, we had to to conform to the cultural expectation. handle basic and obvious cross-cultural The Christian version of the FIRO-B, an issues, such as anti-foreigner attitudes, interpersonal style inventory, provides non-confrontive politeness (saving face some interpersonal and temperament data and making peace at any price), and heavy supporting this assessment area. restrictions and superstitions constricting
Marriage or other intimate rela- emotional expression, so that a newcomer tionship scores. Willingness to go through could not tell what an Asian co-worker the seven small-group sessions required, really thought about issues. without resistance in terms of absentee- Then there were our own attitudes that ism, tardiness for sessions, and other dis- were brought to the surface in response ruptions; willingness to deal with family to the new situation and that needed im- issues or time scheduling flexibly and mediate pruning before they alienated us openly. The various assessment areas are from locals. The advice we were given similar to those from the Prepare and En- during the time we were reacting to the rich inventories for premarital, marital, strictures of the culture was, “Missionary and team relationships, respectively. sojourners in Asia must have the attitude
Integrity and interpersonal caring of a humble and interested learner.” We scores. In practice sessions, we expected wanted to handle our own personal to see students relating to others in an struggles authentically, so as to model and empowering way. They were given peer teach others, first of all, to do the same helper projects that their supervisors and, second, to be more tolerant of differ- could observe and record for use in weekly ent cultural values and ways of dealing evaluation sessions during the trial period. with problems. This was a real problem, Our goal was not to make them feel good, when we were having difficulty dealing but to empower them toward their capac- with the situation ourselves. At times, it ity to understand and grow to Christian was difficult trying simultaneously to be maturity. The real problems usually lay both “an agent of change” and “a humble hidden under fear of failure (cultural per- learner.” As with effective cross-cultural fectionism), the taboo against losing face, counselors, we had to be constant stu- and the potential of dishonoring their fam- dents of our own culture and of the host ily. This area was also rated by the above- culture. We needed to be open to the feed- described supervisors as part of the Ramp back (including criticism) from others too. score. This system which was taught to We had to give extra concern to the deli- Asians in the churches gave leaders some- cate difference between “critical thinking” thing more objective than their own cul- and “critical spirit”—and not just for our tural criterion by which to judge, since students, but for ourselves too. That re- these candidates were being prepared for ally stretched whatever holiness we overseas duty. thought we had previously acquired. The opportunity to establish counse- Some Conclusions: lor training and member care in Asia pre- Learning to Modify sented us with numerous challenges to Ourselves and Our Models our existing training models and strate- gies. Cultural resistance around saving As we look back, we see that we have face and a hierarchical social system, es- had to work the hardest with the types of pecially in educational settings, also pre- issues that affected our sense of comfort sented challenges. What proved most and belonging. Our adaptation for cross- effective was to focus on experiential ing cultures with new ideas first had to learning in less formal educational struc- 390 doing member care well tures. It was also essential to develop per- Smedes, L. (1994). Sex for Christians. Grand sonal credibility and to be willing to work Rapids, MI: Eerdmans Publishers. opportunistically with the situations that Wilkinson, B. (1997). The seven laws of the presented themselves. Gradually, an effec- learner. Portland, OR: Multnomah Press. tive model for training and member care emerged. In the process of developing this model, a cooperative member care move- ment became established, which operates across both denominational and organi- zational lines. Our time in Singapore was so enriching and challenging. We miss this country, but even more our Singaporean friends!

Reflection and Discussion

1. How does a member care worker Ron Noll is a licensed clinical psychologist find the balance between being a Chris- from the United States and a member care tian caregiver, being a change agent, and consultant for Campus Crusade for Christ in respecting a traditional host culture? Germany. He also coordinates Member Care 2. When member care help is consid- Network International, a missionary counse- ered inappropriate by a mission organiza- lor and consultation network. Ron’s Ph.D. is tion, how can one proceed to give care to in education, curriculum, and instruction from the University of Oregon. Since 1961, he hurting missionaries without threatening has counseled and taught in several colleges, leadership? seminaries, and universities in the United 3. Review the authors’ recollections States, Europe, and Asia. He is the founder of about what worked well for them, as well Affective Communication Training Seminars as their struggles. Would you have done (ACTS), a personal development program, as things differently? well as co-author for Member Character De- 4. What are some ways to include velopment (CD1), a one-week growth and pre- member care courses as part of the cur- vention program which he and his wife riculum of missionary training institu- Barbara give three times a year in Europe. tions? Email: [email protected]. 5. The authors see character develop- Barbara Rohnert-Noll, R.N., M.A., M.A., a ment as being key for Christian counse- German citizen, has been a missionary with lors and other member care workers. How Campus Crusade for Christ (CCC) for 21 years, does one go about changing character? having served five years in Africa as a bush What are a few areas that you would like nurse. She has published in German psychi- to change in your own character? atric journals, taught seminary, and started the first foreign mission office in CCC Ger- References many before going to teach at the Inter- national School of Theology, Singapore, with Backus, W. (1980). Telling yourself the truth. her husband, Ron. She is presently pursuing a Minneapolis, MN: Bethany Press. Ph.D. in missions in the area of missionary Cloud, H. (1992). Changes that heal. Grand care. Barbara is currently the Director of the Rapids, MI: Zondervan. Character Development Program under the CCC training department in Giessen, Ger- Gardner, R., & Gardner, L. (1992). Training and many. Email: [email protected]. using member care workers. In K. O’Don- Special thanks to Roger Burford, Joe Cooke, nell (Ed.), Missionary care: Counting the and Tom Lee for their input and review of this cost for world evangelization (pp. 315- article. 331). Pasadena, CA: William Carey Library. 38

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E U CARE R T U A A L C

Building Resilient Teams: Kelly The CACTUS Kit O’Donnell

Every struggling team that I have worked with has There are had the three “don’ts” listed at the right in common. In three sure ways each case, there was the clear absence of a regular, accept- able forum for dealing with concerns about team relation- to undermine ships and tasks. This observation fits well with the research a team—or a family. on missionary adjustment too—where one of the greatest stressors is confronting one another when necessary (Gish, In a phrase— 1983). It just seems so challenging to work through our don’t talk, differences! don’t share feelings, Dealing With Differences and don’t trust. Everyone wins when we practice biblical reconciliation Teams, like families, (Matt. 5:22-26; 18:15-22). For me, the essence of sorting out our differences involves “care-fronting”: “We care about need intentional care our relationship and about the issues, so we honestly con- to be healthy. front each other to work it out” (Augsburger, 1981; Palmer, 1991). In certain cross-cultural situations, however, more indirect approaches to conflict resolution are appropriate, such as using a mediator to talk on your behalf (Augsburger, 1992; Elmer, 1993). Working through differences can stir up an uncomfort- able feeling of being “all bad” or “all wrong”—sometimes a reminder of similar feelings from our childhood. Differ- ences can also evoke an underlying struggle for control and power within the relationship. When coupled with our basic human insecurity, the result can be a steady regres- sion of distancing ourselves from each other. First, we label “differentness” as deviance; then we experience relational discord, followed by destructive comments and behaviors, personal and group despair, and eventually team dissolu- tion (Johnson & Royer, 2001). Hearts break, groups split, and a multitude of sins covers love (Livingstone, 1993,

391 392 doing member care well p. 115). No doubt this process has influ- ther automatic nor quickly obtained. enced the emergence of more than 20,000 Rather, we “grow into” resiliency through separate Christian denominations and the various stages of team life (Love, 1996). churches over the last two millennia (Bar- rett, 1982, p. 34)! The Core and Care of Cactus What else can undermine a team? I routinely advise teams to have a spe- Katzenbach and Smith (1993) say that a cial team building time, in addition to their major contributor is a reluctance to think usual meetings, about once every two precisely about the nature of a “true” team. months. The focus is on strengthening one Just like teams in the business world, not or more of four basic team dimensions: every mission “team” is actually a team. relationships (connecting with and seeing For these researchers, true teams involve each other in new ways), task (discussing certain basics: “a small number of people and planning work-related strategies), with complementary skills who are com- spiritual life (worshiping and praying to- mitted to a common purpose, perfor- gether), and ethos (looking at how the mance goals, and approach for which they team members relate and work together— hold themselves mutually accountable” e.g., work styles and expectations for inti- (p. 45). The most successful teams are macy). Team building works best when committed to developing these team four “Ps” are in place: basics. In addition, they have a high com-
A point of focus that is clear and mitment to one another’s success, and consensually derived. they embrace a “demanding performance
Participation by all from the heart. challenge” that inspires team members. In
A person with good facilitating what way is your team life characterized skills. by the above?
A sense of the Lord’s presence. I like to supplement the more familiar Help From the Cactus “SET” tools (“Standard Evangelical Team” tools—like discussions and prayer times) During my youth, I used to roam the with some more novel ones. Several ex- hills around our home in Southern Cali- amples are described in this chapter, such fornia with our dog, a black Great Dane. as creative drawing, trust walks, and role One of my favorite imaginary games was playing (see also Jones & Jones, 1995; to fight the masses of entrenched cacti, O’Donnell, 1992). Self-disclosure, active using a stick as my saber. Yet no matter listening, and cooperation are required. how many jabs I made or pieces I cut off, Most team members appreciate the oppor- I could not defeat this plant. It was just tunity to learn more from each other and too well-suited for the dry, desert-like en- to grow together. vironment, with its protective, waxy coat- Let’s look now at eight core character- ing to keep precious fluids inside and its istics of resilient teams (summarized by annoying, sharp prickles to keep preda- the acronym CCACTUSS), along with tors out. It was, in fact, very resilient. some tools for team care. These charac- Missionary teams can learn from the teristics/tools are derived from research on cactus. This is especially true for teams that strong families and healthy teams, along live in harsh environments—e.g., with lim- with my consultation experience. Hence, ited supportive resources, political insta- the material can apply as much to family bility, poverty, or social opposition. Like life as it does to team life. Shelby Harri- the cactus, they must find ways to become son’s (1990) article, “Healthy Families and resilient—to maintain the life of the team Missions,” was especially helpful in my within (relationships), while maintaining initial development of the “CACTUS Kit.” their focus in the midst of challenges from without (tasks). Resiliency, though, is nei- building resilient teams 393

Characteristics Commitment of Resilient Teams Aim at everything and you’ll hit noth- ing. Resilient teams have specific goals, The eight characteristics that I now clear ministry strategies, and defined re- describe are as follows: lationships into which they invest them-
Coping ability selves. Members are resolutely dedicated
Commitment to each other’s well-being and to accom-
Appreciation plishing the team’s purpose. Members feel
Communication that they belong to and can influence their
Time together group. The goals of the team are highly
Understanding valued and prioritized, yet with due re-
Structure gard for members’ responsibilities to fam-
Spiritual wellness ily, friends, the local community, and other Coping Ability groups. Perseverance and inner strength mark Care Tools the resilient team. Challenges are seen as
Good team / bad team. Identify a opportunities to grow. Members believe team you were on that was successful and the best in each other in spite of weak- one that was not successful. Describe each nesses, and they recall the many examples team in terms of the four team dimensions of endurance and success in the past. They mentioned above—relationships, task, work through communication impasses spiritual life, and ethos. How does your and try alternative approaches to work previous experience influence the type of when necessary. They also minimize dis- team that you are part of now? tractions in order to stay focused on their
Mutual accountability. Do you work, and they regularly use resources have a written team agreement or set of outside of the team for ongoing training guidelines? (See Appendix 1 for a discus- and coaching (Lewis & Lewis, 1992; Harri- sion of Memos of Understanding.) Are son, 1997). there planned feedback/performance ap- Care Tools praisals? Review these as a group, and have team members give some input about their
Successes. Successful team perfor- content. This can help to build mutual ac- mance breeds team cohesion. Review two countability, which is so important for work challenges your team faced and over- encouragement and better performance. came during the last few months. Try us- ing the CHOPS Inventory—a brief stress Appreciation assessment tool—to identify struggles and Team members should have both coping strategies (see chapter 23 and also planned and spontaneous times when O’Donnell & O’Donnell, 1995). In addi- they express their appreciation for each tion, define ongoing/upcoming challenges other. Thanking one another and acknowl- in manageable ways so as to see your edging each other’s contributions add progress (e.g., learning 20 new phrases much to group cohesion. Like the other this week vs. becoming fluent). team characteristics in this kit, apprecia-
Strengths/weaknesses. Draw a pic- tion is both an attitude and a behavior. So ture of your perception of the team’s great- cultivate both! Children are part of teams est coping strength and another picture too, so be sure to include them when of its greatest weakness. Write a title and handing out encouragement. a caption for each, and then discuss the drawings as a group. 394 doing member care well

Care Tools Time Together
Surprises. Surprise team members Teams need quality time together—a by sending a “get well” card to someone great quantity of it. This is especially true who is sick, or invite someone over for a during significant transitions, such as beverage or a meal. Celebrate the anni- when teams regroup with new members, versary of someone’s arrival on the field during crisis situations, or during the early or of joining the organization, or acknowl- stages of team life. Two complementary edge a recent accomplishment. Apprecia- adages are: know God and make Him tion is also expressed by offering comfort known, and know and be known by oth- and a listening ear during hard times. ers. Intimacy with a few members but con-
Service. Following Richard Foster’s geniality with all is a reasonable goal. (1978, p. 122) suggestion, choose a simple Resiliency also results from periodically way that you can help someone each day, having “fun” times together, simply enjoy- and encourage that person with your ser- ing one another’s company, as well as from vice. Maybe even do it anonymously. This building mutually supportive friendships can be more challenging than you think! with nationals. Communication Care Tools Members of strong teams have good
Building trust. Trust is deepened communication skills, including conflict by shared experiences over time. It is resolution. They listen well and can em- earned, not assumed. Identify those on pathize by reflecting back what they hear your team with whom you spend the most/ and by validating others’ feelings. They least time. Try doing a “trust walk” with value self-awareness—taking time to step someone you do not know too well—one back and reflect in order to step forward person is blindfolded and is led around and connect with others. Genuine efforts for five minutes, the roles are reversed, are made to explore and relate together and then the experience is discussed. in culturally sensitive ways. There are also
Team relationships. Becky Lewis clear written and verbal channels for ex- with Frontiers describes four types of re- changing information and updates about lationships on teams: kindred spirits (like life and work. Ruth/Naomi, David/Jonathan), colleagues (friendly/compatible yet not so intimate), Care Tools enigmas (mysterious people you do not
Listening skills. Divide into pairs, understand), and irritants (people you and spend five minutes listening to your frankly do not like). Discuss these four partner describe something important to categories in light of some stimulating him/her. Briefly summarize what you comments on friendship, such as from heard. Then change roles. Conclude by Ecclesiasticus chapter 6 (apocryphal Jew- asking each other a few questions about ish wisdom literature emphasizing that what was shared. trust takes time, that one should not trust
Communication check. Identify the anyone too readily, and that a true friend main sources of communication within is the elixir of life—see Appendix 2). Try your group. Who are the information bro- doing something mutually enjoyable with kers? Who communicates the most/least? the enigma and irritant. We can change What languages are used? What content relationship categories—hopefully for the areas of communication are needed? Iden- better—and it’s easier than we think! tify a situation in which communication did not flow well. How could you improve Understanding the communication links? Try drawing a Henri Nouwen observed that one of communication flow chart. life’s hardest realities is that “love and building resilient teams 395 wounds are never separated.” Healthy designated and chosen responsibilities, so teams will experience tensions and hurts. people know how they fit and where they There are times when our darker sides will belong. Structure thus brings a sense of emerge. And there are times when just security. Structural issues are especially being different from each other will cre- important for multinational teams, where ate friction. To lessen the impact, team different expectations—spoken and un- members can look at their different spoken—must be clarified and harmo- “styles” and preferences: personality, lead- nized over time (see Cho & Greenlee, ership, decision making, learning, work, 1995; Roembke, 2000). communication, and spirituality. The fo- cus is more on “fitting together” than on Care Tools identifying someone’s weaknesses. Team
Team trees. Draw a picture of a tree members thus genuinely try to understand which represents your team. It may be and accept one another’s “way of being,” abstract, realistic, or impressionistic. Place while also being free to speak into each the team members in and around the tree. other’s lives. Rounding things off is the Afterwards, discuss your drawings. What practice of receiving and offering forgive- do the drawings say about perceptions of ness—for me, the sine qua non of team the team structure and function? Who are relational health. the closest? The most influential? What roles are represented? Ask each other a Care Tools few questions; then hang your trees on
Relationship principles. Look at the wall for a few days to create a “team the book of Proverbs as a group, and iden- orchard.” This is also a good way of ex- tify 10-20 proverbs to guide your team in- ploring the team “ethos.” teractions and conflict resolution. Write
Conflict protocols. What guidelines these down. Are they transcultural prin- are in place for resolving differences and ciples? How might they be applied by team conflict? Review or possibly even role-play members from different cultures? Also how the team handled a recent conflict. helpful is identifying several of the “one List a few things you did right and a few another” verses in the New Testament things you could have improved. Were the (such as encouraging one another each conflict guidelines followed? Do they need day, Heb. 3:13). to be adjusted?
Cross-cultural preferences. Discuss Sandra Mackin’s (1992) article, “Multi- Spiritual Wellness national Teams,” relating what she says to Human doings are not human beings. the types of leadership, structures, deci- God calls us for relationship with Himself sion making, relationships, etc., that you (1 Cor. 1:9), in addition to creating us for have or want on your team. Make sure specific tasks (Eph. 2:10). Spiritual health everyone has a chance to talk, and explain is the foundation for team resiliency. It de- how one’s background influences prac- velops during the ups and downs of team tices and preferences. Relate these to life, as members “clothe themselves in norms in the host culture. humility” (1 Peter 5:5) and seek God to- gether through “PACTS”—proclamation of Structure His character, adoration, confession of Resiliency requires regimen. It’s impor- faults, thanksgiving, and supplication for tant to have clear roles for leaders and needs. other members, well-defined methods for decision making, agreed-upon guidelines Care Tools for accountability and conflict resolution,
Reading together. Read a devotional and in many cases a written agreement or book together, such as a book on devel- Memo of Understanding. Everyone has oping character through difficult circum- 396 doing member care well stances. A good example is Joyce Huggett’s Appendix 1 (1997) Formed by the Desert. Memos of Understanding*
Bearing burdens. There is an Uzbek proverb which says, “A bitter truth is bet- Putting together a viable team is a chal- ter than a sweet lie.” And Proverbs 14:8 lenge. One important initial step is to de- states,“The way of the prudent is to un- velop a team agreement, or Memo of derstand one’s way, but the folly of fools Understanding (MOU). Here are some is deceit.” On a scale of 1 to 10, how open suggestions for team leaders to draw up can you be with each other? Talk about this document. The MOU is intended to how you want to share, and pray about help clarify and adjust expectations be- individual and team burdens (Gal. 6:1). tween all the team members. 1. People follow someone who leads. Final Thoughts So share your dream in such a way that it enhances others’ confidence that it can be Developing resilient teams is much like done. developing resilient families. It takes lots 2. Do as much as you can to enable of wisdom, attention, perseverance, and the other team members to picture what often “seasons of sacrifice” to make them it would be like coming on this team and work (Prov. 24:3-4). Every team gets stuck how they would spend their time. at times and requires care to get back on 3. What’s your style of leadership? track. This CACTUS Kit can help. Review How can team members participate? Give it periodically, using some of the suggested them a scenario for the group’s inter- tools to strengthen your team. Elton personal relationships. Trueblood is right: “What is most reward- 4. Team members want security that ing is doing something that really matters they will get both help and leadership, with congenial colleagues who share with along with freedom to try a lot of things us the firm conviction that it needs to be their own way. Do not expect human be- done.” ings to be consistent. At times, they may want you to have all the answers and to Reflection and Discussion make sure things don’t go wrong, and at 1. In what ways do mission personnel other times, they may resist your way of need to be like cactus? doing things. 2. Refer to the summary comments of 5. People want to go with a winner. Katzenbach and Smith’s research on high- Give them some ideas on how and why performance teams. How does your team you believe this team is able to be effec- line up with the characteristics of such tive and accomplish its tasks. teams? 6. You may want to get some ideas 3. Which tools described in this chap- from some other MOUs, but be careful not ter would be most useful for improving to include something that you really don’t the resiliency of your team? Which would intend to provide or do on your team. be most useful for your family? 7. You may want to let the potential 4. List some of the possible benefits team leaders know your strengths and and liabilities of using these tools on a weaknesses and how you can see them multinational team. complementing your gifts. Why do you 5. Recall a few examples of “seasons need a team in the first place? People need of sacrifice” which you experienced in your to be needed. team or family. How did they strengthen you or weaken you as a group?

* Based on a worksheet developed by Tim Lewis. Used by permission. building resilient teams 397

8. Specific questions an MOU should mothers? Who makes my lifestyle deci- address include the following: Where are sions, what do I have to agree on before I we going? What type of work are we go- go, and what can we decide over there? ing to do and with whom? How are we What skills am I expected to have before I going to get resident visas? What’s our liv- leave for overseas? What kind of religious ing standard going to be? How much backgrounds would fit best on this team? money are we going to need for our share What do we want to see happen, how of things? Do we pool funds or share them soon, what’s our part, and what roles will in some other way, or is there a team work we have? What provisions are made for fund to which we all contribute? How do sickness or emergencies? To whom is the we resolve conflict? If we don’t like it there, team leader accountable? How do our how soon can we leave, or how long does sending organizations fit into our team’s our commitment need to be? What re- effort? What kind of coaching are we go- course do we have if we don’t get on with ing to get from the outside? How often the team leader? How am I going to learn can we come home? a language? What are the expectations for

Appendix 2 Ecclesiasticus 6:5-17* A kindly turn of speech multiplies a man’s friends, and a courteous way of speaking invites many a friendly reply. Let your acquaintances be many, but your advisors one in a thousand.

If you want to make a friend, take him on trial, and be in no hurry to trust him; for one kind of friend is only so when it suits him but will not stand by you in your day of trouble. Another kind of friend will fall out with you and to your dismay make your quarrel public, and a third kind of friend will share your table, but not stand by you in your day of trouble: when you are doing well he will be your second self, ordering your servants about; but if ever you are brought low he will turn against you and will hide himself from you. Keep well clear of your enemies, and be wary of your friends. A faithful friend is a sure shelter, whoever finds one has found a rare treasure. A faithful friend is something beyond price, there is no measuring his worth. A faithful friend is the elixir of life and those who fear the Lord will find one. Whoever fears the Lord makes true friends, for as a man is, so is his friend.

* The Jerusalem Bible. (1966). pp. 1042-1043. Garden City, NY: Doubleday & Company. 398 doing member care well

References Mackin, S. (1992). Multinational teams. In K. O’Donnell (Ed.), Missionary care: Count- Augsburger, D. (1981). Caring enough to con- ing the cost for world evangelization (pp. front. Ventura, CA: Regal Books. 155-162). Pasadena, CA: William Carey ———. (1992). Conflict mediation across cul- Library. tures: Pathways and patterns. Louisville, O’Donnell, K. (1992). Tools for team viability. KY: Westminster/John Knox Press. In K. O’Donnell (Ed.), Missionary care: Barrett, D. (Ed.). (1982). World Christian en- Counting the cost for world evangelization cyclopedia. Nairobi, Kenya: Oxford Univer- (pp. 184-201). Pasadena, CA: William Carey sity Press. Library. Cho, Y., & Greenlee, D. (1995). Avoiding pit- O’Donnell, K., & O’Donnell, M. (1995). Foxes, falls on multi-cultural teams. International giants, and wolves. International Journal Journal of Frontier Missions, 12, 179-183. of Frontier Missions, 12, 185-188. Elmer, D. (1993). Cross-cultural conflict: Palmer, D. (1991). Managing conflict cre- Building relationships for effective minis- atively: A guide for missionaries and try. Downers Grove, IL: InterVarsity Press. Christian workers. Pasadena, CA: William Foster, R. (1978). Celebration of discipline. Carey Library. San Francisco, CA: Harper & Row. Roembke, L. (2000). Building credible multi- Gish, D. (1983). Sources of worker stress. Jour- cultural teams. Pasadena, CA: William Carey Library. nal of Psychology and Theology, 15, 238- 242. Harrison, M. (1997). On-field training and su- pervision: Perspective of the old sending countries. In W. Taylor (Ed.), Too valuable to lose: Exploring the causes and cures of missionary attrition (pp. 265-275). Pasa- dena, CA: William Carey Library. Harrison, S. (1990, February). Healthy families and missions. World Christian Magazine, pp. 25-27. Huggett, J. (1997). Formed by the desert. Guilford, Surrey, UK: Eagle Press. Katzenbach, J., & Smith, D. (1993). The wis- Kelly O’Donnell is a psychologist working dom of teams: Creating the high perfor- with Youth With A Mission and Mercy Minis- mance organization. Boston, MA: Harvard tries International, based in Europe. He co- Business School Press. chairs with Dave Pollock the Member Care Johnson, D., & Royer, K. (2001). Team re-build- Task Force (MemCa), part of the World Evan- ing. Unpublished paper. Available from: gelical Alliance’s Missions Commission. Kelly [email protected]. studied clinical psychology and theology at Rosemead School of Psychology, Biola Univer- Jones, G., & Jones, R. (1995). Teamwork. Lon- sity, in the United States. Specialties include don, UK: Scripture Union. personnel development, setting up member Lewis, T., & Lewis, B. (1992). Coaching mis- care affiliations, team building, and crisis sionary teams. In K. O’Donnell (Ed.), Mis- care. Together with his wife, Michèle, he has sionary care: Counting the cost for world published several articles in the member care evangelization (pp. 163-170). Pasadena, field, along with editing Helping Missionar- CA: William Carey Library. ies Grow (1988) and Missionary Care Livingstone, G. (1993). Planting churches in (1992). They have two daughters: Erin, aged Muslim cities: A team approach. Grand 12, and Ashling, aged 8. Email: 102172.170@ Rapids, MI: Baker Book House. compuserve.com. Love, R. (1996). Four stages of team develop- This is a revision of an article that first ment. Evangelical Missions Quarterly, 32, appeared in Evangelical Missions Quar- 312-316. terly (1999, vol. 35, pp. 72-78); PO Box 794, Wheaton, IL 60189, USA. Used by permission. 39

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E U CARE R T U A A L C The Potential and Pitfalls of Multicultural David Greenlee Yong Joong Cho Mission Teams Abraham Thulare

Our focus in this chapter is on understanding how With the globalization teams can be impacted by different underlying values— of missions, the long-enduring judgments appraising the worth of an idea, object, person, place, or practice (Dodd, 1991, p. 85). multicultural mission We also attempt to understand the observed behavior of teams have become missionaries from Brazil, Korea, black South Africa, and the USA. We know that all missionaries from these coun- increasingly common. tries will not act precisely in the ways we suggest. In fact, Along with their descriptions of normal behavior for a given culture tend to apply only in a general way to the group, not specifically to advantages, potential any individual. Yet it is our hope that both the cultural ten- conflicts exist which dencies we discuss and the process of discussion itself will stimulate useful dialogue involving these and other nation- may destroy the team’s ality mixes on mission teams. sense of community A Sense of Community and its fruitful ministry. Key to the survival of multinational teams in missions is This chapter explores fostering what community psychologists over the last 25 the possible strengths of years have called a “sense of community.” This can be de- fined as “the perception of similarity to others, an acknowl- multicultural teams. edged interdependence with others, a willingness to We then discuss maintain this interdependence by giving or doing for oth- ers what one expects from them, [and] the feeling that one potential weaknesses is part of a larger dependable and stable structure” (Sar- of an imaginary team asson, 1974, p. 157). McMillan and Chavis (1986, cited in Stoner, 1993) de- comprised of Koreans, fine four elements necessary for a high sense of commu- Brazilians, black South nity within a particular reference group:
The element of membership—the feeling of belong- Africans, and Americans. ing or sharing a sense of personal relatedness. We conclude with a
The element of influence—the sense of having influ- ence over a group and being influenced by that group. few brief case studies.

399 400 doing member care well

The element of fulfillment of team, as a unit, to respond appropriately, needs—the belief that one’s needs can be reducing the risk of unnecessarily giving and are being met through the collective or taking offense. resources of the group. Multicultural teams, because of their
The element of shared emotional diverse mix, may be less likely confused connection—the commitment and cohe- by others as having “political agents” and sion that grows out of the experience of so be less likely to be perceived as subver- shared history. sive by the host country. Americans are not It can be quite a challenging and time- the only ones who may face such suspi- consuming process for multicultural cions! teams, or any teams, to develop this sense Although all humans are unique within of community. However, when team mem- their own culture, each national group bers commit themselves to grow together tends to have certain typical characteris- through this process, the benefits can be tics which can enrich the team. Brazilian great. vibrancy, Korean zeal, South African com- mitment, and American organization can Strengths of complement each other to make the com- Multicultural Teams bined unit much stronger than the indi- vidual parts. Multicultural teams can model the Finally, the home churches benefit, diversity of the body of Christ in micro- enriched through the multinational team cosm better than monocultural teams. A experience of those they send. If these monocultural team does not readily dem- churches stay in close contact with their onstrate the international nature of Chris- missionaries, they will gain a heightened tianity. For example, an African Minister understanding of the body of Christ and of Education once told the crew of Op- the nature of God’s mission. eration Mobilization’s ship Logos, “You are like the United Nations, except for one Problems in thing—you really are united!” Multicultural Teams Multicultural teams can be a demon- stration of God’s transforming power in Although the blend of cultures brings intercultural relations. People notice great benefits, it is not without potential God’s healing power for the nations when pitfalls. Proper orientation and an ongo- workers from powerful nations joyfully ing attitude of learning and servanthood serve under a leader from a less powerful are necessary to resolve these problems. country. Unity among erstwhile enemies— Mackin (1992, pp. 156-157) states that one such as prayer together among Argentine of the ongoing challenges is for the team and British missionary co-workers during to distinguish things that are clearly con- the 1982 South Atlantic conflict or among demned and clearly approved by Scripture Serbian and Western European Christians from things that are either neutral or else during the 1999 Balkans crisis—is a credit subject to varying interpretation, such as to the gospel and makes a great impact drinking alcoholic beverages. on outsiders. The examples of potential problems Multicultural teams have a built-in, that we describe below stem principally heightened sensitivity as to what is bibli- from the neutral and gray areas. As Mackin cal and what is cultural about themselves. reminds her readers, love, unity, and They help their members see themselves wholesomeness must be emphasized as and the host culture from outside their the team works through the various issues individual cultures. Diverse cultural back- at hand. grounds provide perspective and help the multicultural teams 401

Leadership-Related African women, although given certain Problems authority in society, are not often given leadership roles in church structures. Starting with communication style, an American women who are open to assum- American team leader may cause offense ing leadership positions may feel stifled by using an open, direct style both in giv- by Koreans and to a certain extent by Bra- ing direction and in correcting problems. zilians, who may not want them to move A leader who is most comfortable with an above a middle-level managerial position. “open” style of communication may expect Finally, leaders often become engaged a similar style of openness and frankness in informal counseling with team mem- from the team members in expressing bers. The Korean educational system their needs. Further, the American may molds Koreans to assume that the expert presume that authority is based primarily does the talking, and the learner does the on a job description, rather than on strong listening. Thus, a Korean leader may be relationships and age-based respect. more inclined to tell his team members On a team, failure to spend time de- what to do, rather than to listen to their veloping relationships with team members needs. The American or Brazilian who could diminish the team’s perception of does not give clearly defined guidelines the American leader’s authority. To be in in counseling may be perceived by Korean touch with all the team members, the team members to be a weak leader. American must develop a network of lis- teners to help him understand other team Lifestyle Issues members. An example would be finding Some of the most emotionally charged out the needs of a single Korean woman pitfalls of multicultural teams lie in the on a team through a Korean couple who area of lifestyle. These issues move beyond are aware of her particular situation. one’s job to questions of one’s personal A Korean leader may find egalitarian- and deeply held values and feelings. minded Americans too direct in express- ing disagreement with his views. The Language and truth informal style of language and body pos- The team leaders will likely need to ture of Americans and Brazilians may not speak English. Brazilians and Koreans will convey to him the respect he desires. On be hampered by this. In particular, Kore- the other hand, his directive style may well ans will find it difficult to express deep offend Americans and, to some extent, feelings, the language gap being compli- Brazilians. cated by a generally reserved nature as Listening carefully in a group meeting, compared to their colleagues. Personal an African leader might not overtly express frustrations and superficial relationships his own opinions until the end, when he may result. A danger exists of forming ex- summarizes what has been said in his own clusive national cliques centered on lan- words. The lack of outward direction guage differences. could leave some Americans or Koreans Africans on the team may speak excel- wondering if the leader is leading or just lent English, but although they may mix following the rest. Meanwhile, Koreans easily with other cultures, they may will resonate with African deference to struggle with expressing their deep feel- elders, something youth-oriented Ameri- ings in a way the others understand. Rela- cans and Brazilians may struggle with. tionships may be valued by Africans not Female leaders may be accepted by for any benefit they bring but simply for Americans and perhaps by Brazilians. Ko- the intrinsic value of relationship itself. rean men, however, would find it hard to Regarding truth-telling, traditional submit to a woman unless she has signifi- Korean values perceive lying in terms of cant experience to set her above the men. causing intentional harm, more than as a 402 doing member care well failure to give a literal account of the facts. parents do not yet discipline. However, It is not seen as a black and white issue elementary-age and older Korean children but a continuum. If a Korean man is un- may chafe at the strictures on their time, available to speak to someone on the tele- as compared to their MK playmates from phone, he may in good conscience tell his other cultures. Koreans, Brazilians, and child to say that he is not at home. An black South Africans may not understand American would consider this to be lying, how an American mother can let a baby even if it is a “white lie.” Such underlying cry, for example when the baby wakes at values related to indirect speech and not night. Team members, therefore, must desiring to hurt the feelings of others, ver- respect the culturally conditioned child- sus a value of direct honesty, may cause raising styles of each set of parents, but division on the team. In this area, as well parents must also be sensitive to the im- as in other conflicts, the African concern pact their children’s behavior has on the both for truth and for the feelings of oth- team. Although the other families might ers may be helpful, with inappropriate benefit by moving toward Korean disci- behavior being dealt with in a non-con- plines, such as in study and music lessons, frontational manner. Korean parents should be prepared for the inevitable influences toward less struc- Families tured use of children’s time. Americans, in contrast with others, Education of children is a major con- tend to delineate sharply between family cern for missionary parents. Families from and ministry, between personal time and the USA and the UK tend to have more ministry or work time. Conflict may arise options linked to their homelands than when Americans are considered to be too missionaries from other lands. Koreans, protective of their time or, on the other South Africans, and Brazilians will likely hand, when Americans think their col- not find schooling compatible with the leagues are not caring properly for their system in their home countries. Atten- families. Africans may have the most ho- dance at an American or British school will listic view on family issues, making little contribute to a loss of national identity on distinction between private and public the part of the children. This leads to a time or allocation of resources for family, tendency of Korean families not to return work, and ministry. to Korea for furlough, since their children The values and feelings of wives on the do not fit into the educational structure. team, raised in different cultures and thus with differing values and expectations, Time must be taken into account. The same is The dimensions of “time orientation” true for the values and feelings of the chil- versus “event orientation” (Lingenfelter & dren being raised together in a multi- Mayers, 1986) can be especially trouble- cultural setting. Korean parents may find some. Africans focus on the present, not it difficult when their children, who may sacrificing the relationship or the process be studying at an American-controlled for the goal. Americans, frustrated when school, begin to expect their parents to others are not “on time” for team meet- treat them in an American way and not a ings and appointments, need to learn the Korean way. importance of focusing on the people who Americans may be offended by child- are present, not on those who are absent. rearing practices in what they perceive to Meanwhile, the others may benefit from be spoiled, undisciplined Korean children, the Americans’ concern for those who are and they may consider the children’s par- absent. Koreans seem to have combined ents to be failing in their role. This ap- the strengths of being group-oriented plies even to very young children, such as while also succeeding in “getting things three- and four-year-olds, whom Korean done.” Perhaps all could learn from the multicultural teams 403 adage, “There is no rush in Africa, but Romance when it’s harvest time, everybody gets busy Finally, multicultural teams involving except a fool.” singles increase the likelihood of inter- Unity cultural romance and marriage. Agree- ment should be reached in advance on Africans and Koreans tend to be more how romance will be handled on the team group-oriented than Americans and Bra- and, in particular, whether intercultural zilians. Americans and Brazilians may feel relationships will be permitted. Normal that their Korean team mates over-protect friendliness in one culture may be per- one another from criticism. The Koreans, ceived as romantic attention in another. however, will likely feel that their actions Team leaders may need outside counsel display love and unity. Americans and Bra- to help couples who are developing a re- zilians can learn from the Koreans’ and lationship. Koreans may find intercultural Africans’ emphasis on unity, so that it posi- romance a particular difficulty, since mar- tively affects the entire team. Koreans can rying a non-Korean will likely cause a dis- learn from the others the value of a ruption in the ability to fit into Korean broader sense of team that is not centered culture. The challenges of intercultural on an ethnic cluster. marriages are high, but for Africans, Bra- Space zilians, and Americans, such marriages tend to be more readily accepted in the Use of space must also be considered: home country than in Korea. personal, intimate, and social space, as well as clean and holy areas. The removal Patterns of Ministry of shoes in homes or on entering a church The question of personal spirituality is pulpit is characteristic of Koreans. Mutual important in defining the team’s ministry. respect should be shown in each other’s Again, team members from differing cul- homes on this issue. The comfort zones tures must learn from each other. Pre- involving physical distance vary. American sumption that one’s view of spirituality is men tend to keep their distance from each normative for all—be it an emphasis on other, while Korean men may walk to- daily devotional times alone or as a group, gether arm in arm. Americans, despite getting a specific “word of the Lord,” prac- their typical openness to others, are more ticing rigorous spiritual disciplines, and likely than Africans, Brazilians, or Koreans so on—may cause division and lack of to try to prevent intrusions on their “per- mutual respect. sonal” space, possessions, and time. Styles of worship are likely to vary. A Food Brazilian Baptist may be more effusive Food may be another area of conflict, than an American Pentecostal. Koreans as well as a source of good-natured hu- may display a vocal style in their prayer mor. Korean food is quite distinct from times that Brazilians and Americans find American, African, and Brazilian food. dominating. Africans are likely to be ac- American and Brazilian singles living with commodating to a wide variety of styles. Koreans, or families living next to Kore- On joining the team, new members should ans, may find the distinctive smells offen- be oriented to these differences and asked sive, while Africans may adapt more to be more observant than demonstrative readily. Common meals based on the host in public worship, until they have a sense country diet may provide a solution to this of the team’s corporate style. This style will problem. develop over time, having the potential of becoming a beautiful display of the diverse worship traditions represented. 404 doing member care well

Finally, there is potential conflict over Case Studies the way to go about evangelism and church planting. The Americans will tend Case 1 to want to research the area with social David Wilson, the American field direc- science tools and conduct outreach ac- tor for Central Asia, is visiting one of his cording to a logically derived plan. Brazil- multinational teams. He knows that some ians will more likely emphasize the of the Koreans on the team do not yet importance of building relationships in speak English very well, although they are the community. To the Koreans, zeal will making a heroic effort to learn. During his be a dominant characteristic, with preach- individual interviews with all the team ing and other direct evangelism empha- members, he asks if there are any personal sized if language is not a barrier. Prayer problems of which he should be aware. will also be a vital element of Korean strat- He is particularly impressed with how egy, along with total personal devotion to cheerful and pleasant Soo Jung, a new- church planting activities. A black South comer, is, and he comments on this to the African may have the most holistic overall team leader. Later, the team leader writes approach that is relational and spontane- to David. As it turns out, Soo had smiled ous, zealous to preach but also concerned but actually had hardly understood a word to share resources with the poor, and in it that David had said. In reality, she was fac- all acutely aware of the need for prayerful ing a personal crisis related to the illness dependence on God. of her non-Christian father back home in Korea. “But how was I to know?” protests Conclusion David to himself. “I asked her, and she did not tell me anything!” What could David Multicultural teams are an important do differently in the future? Any advice for part of missions strategy. In fact, they may Soo Jung or the team leader? well be the main workhorses that God will use to help plow, cultivate, and harvest Case 2 frontier fields. We have outlined some Jeremias Silva has worked for nearly concrete areas that these teams need to 10 years in Africa, far from his native São consider as they seek to establish a sense Paulo home. Sometimes, he wonders if he of community among themselves, as well would prefer to go back to earlier years, as ministry viability. Strong multinational when he and his wife worked alone rather teams take time to develop. This strength than on a team. The Smiths (Americans) comes from understanding each other’s and the Kims (Koreans), each with school- cultural values, along with practicing the age children, joined the Silvas two years biblical values of serving one another, giv- ago. Both couples were highly committed ing preference to each other, and being when they came, but now disunity has willing to change for the sake of mutual settled into the team. Dave Smith believes edification. strongly that community development Intercultural relations expert Geert work—drilling water wells and conduct- Hofstede (1997, p. 237) states, “The prin- ing primary health care classes—should ciple of surviving in a multicultural world play an equal role with direct witness in is that one does not need to think, feel, the team’s ministry. Won Ho Kim, though, and act in the same way in order to agree considers such development activities to on practical issues and to cooperate.” If be second best. Both men use arguments this is viable in the business world, how from Scripture to support their position. much more should we, united in Christ Jeremias wonders if there are not under- and operating in the Spirit’s grace and lying cultural issues involved that are sepa- power, be able to join together in fruitful rating his co-workers. What might some service of our Lord! multicultural teams 405 of these issues be? How could Jeremias Brazilian is afraid that he will lose a po- help resolve any issues? tential wife. Take the part of one of the seven team members, and describe what Case 3 you might do to help resolve this situa- A mission agency’s executive commit- tion. tee faces a perplexing situation. One of their team leaders living in a male-domi- Case 5 nated land has had to step down. A re- There are four couples, along with sev- placement must be named soon. There is eral singles, working together in a North one clear choice to succeed him in terms African city. Tension between the wives of gifts, skills, and experience: Elisabete, seems to be ready to break out into open a single Brazilian woman. The problem is criticism. Jane, from America, is disap- that she is a woman and single. The is- pointed that her efforts to organize a sup- sues for many are her gender and marital port group for team wives have failed. Hae status, not her abilities. If nominated, Sook, from Korea, seems to be content to doubtless she would humbly decline, but quietly cook, clean house, and serve her the committee believes she would accept husband—or is it that it just seems that if they encouraged her to take on the way? They both feel rejected by Silvina, responsibility. However, even if she did from Brazil, whose physical features and accept, the committee wonders if her good language skills help her to fit in with multicultural team would accept her as local women. Meanwhile, Esther, from leader. How would she relate to the hand- South Africa, is reminded of earlier days ful of leaders, all men, from the fledgling in her homeland by some negative, race- national church? How do you think the related experiences she has had while executive committee should proceed? As- going about the town. How would you suming they appoint Elisabete, how can help these women understand and sup- they help her to succeed? port each other?

Case 4 Reflection and Discussion It has been a real struggle to accom- plish much during the last three weekly Go through the five case studies above, meetings of a multinational team in Asia. and respond to the items at the end of One of the single Brazilian men has fallen each case. Use the material presented in in love with a Korean team member, and this article, your own experience, and this has led to some division. The Korean other sources to interact with these cases. team leader and his wife believe it is bet- Discussing these cases is a great tool for ter not to encourage this relationship. The team building! other three members of the team, an American couple and their 20-year-old References and son, see no serious problem with it, pro- Suggested Reading viding they go slowly and remain account- Allen, F. (1991). Your church planting team can able. The leader tries to instruct the be booby-trapped. Evangelical Missions Brazilian man privately, but they end up Quarterly, 27, 294-297. arguing. The oldest American tries to act Dodd, C. (1991). Dynamics of intercultural as mediator between both parties, as this communication (3rd ed.). Dubuque, IA: issue is brought up during the team meet- William C. Brown Publishers. ings. The Korean woman is confused, the Elmer, D. (1993). Cross-cultural conflict: team leader feels his authority is being Building relationships for effective minis- overlooked, the Americans want to move try. Downers Grove, IL: InterVarsity Press. on and focus on ministry issues, and the 406 doing member care well

Fraser-Smith, J. (1993). Love across latitudes: Strategy Associate. He is married to Vreni, A pre-marital workbook for cross-cultural from Switzerland, and they have three chil- relationships. (Available from AWM, dren: Rebekka, Jonathan, and Sarah. He holds Worthing, UK, and Upper Darby, PA, USA; a Doctor of Philosophy degree in intercultural ISBN 0-904971-03-1) studies from Trinity Evangelical Divinity Hofstede, G. (1997). Cultures and organiza- School. Email: [email protected]. tions: Software of the mind. New York, NY: Yong Joong Cho McGraw Hill. received his Master Jones, G., & Jones, R. (1995). Teamwork. Lon- of Divinity, Master of don, UK: Scripture Union. Theology, and Doctor Lingenfelter, S., & Mayers, M. (1986). Minis- of Philosophy from tering cross-culturally: An incarnational Trinity Evangelical model for personal relationships. Grand Divinity School. He Rapids, MI: Baker. is actively involved Mackin, S. (1992). Multinational teams. In K. in the missions move- O’Donnell (Ed.), Missionary care: Count- ment in Third World ing the cost for world evangelization (pp. churches, serving as 155-162). Pasadena, CA: William Carey Li- General Coordina- brary. tor of Third World McMillan, D., & Chavis, D. (1986). Sense of Missions Associa- community: A definition and theory. Ameri- tion. He is also serving as the National Direc- can Journal of Community Psychology, 14, tor of Global Partners USA, an organization 3-5. with 120 missionaries serving in 17 countries. Roembke, L. (2000). Building credible multi- Email: [email protected]. cultural teams. Pasadena, CA: William Abraham Thulare Carey Library. has been with Op- Sarasson, S. (1974). The psychological sense eration Mobiliza- of community: Prospects for a community tion since 1997 and psychology. San Francisco, CA: Jossey-Bass. has taught part time Stoner, D. (1993). Sense of community: A re- at Tshwane Theo- view of precedent life. Unpublished manu- logical College in script. Trinity Evangelical Divinity School, South Africa. Previ- Deerfield, IL. ously, he worked with WEC in Japan. David Greenlee He is from the North- spent many of his ern Sotho tribe in formative years in South Africa and is married to Meselle, living Colombia and Ecua- in Pretoria. Abraham received his Bachelor dor as part of a mis- of Arts degree from Hatfield School of Theol- sionary family. After ogy, a Bachelor of Theology with honors from training in electrical the University of South Africa, and is currently engineering, he joined working on a Master of Theology degree from Operation Mobiliza- the University of South Africa. Email: tion. He served with [email protected]. OM’s ship ministry This is an expanded article, which was for 14 years in both first published in the special member care is- technical and lead- sue of the International Journal of Fron- ership roles. David later had oversight of a tier Missions (1995, vol. 12, pp. 179-183). region of the 10/40 window for OM and then Used by permission. worked as International Research and 40

R W O K C A E T R N LIS E C I A T CA PE R S E DE R C N A R E E S C LF AR E E S MASTER -----M -----

E U CARE R T U A A L C Caring for Missionary Families: Applications Hans V. From the Military Ritschard

The Apostle Paul had many things to say about being There are a soldier of Christ Jesus. To Timothy he wrote, “No one valuable lessons serving as a soldier gets involved in civilian affairs—he wants to please his commanding officer” (2 Tim. 2:4). Paul cer- from military life tainly understood the context for these remarks. They were that might make the same difficulties encountered by all armies everywhere: how best to prepare for, sustain, and win a military cam- Christian missions paign. Whether contending for the faith or fighting for one’s more effective. country, there are many similar challenges, including chal- lenges for proper personnel care. Indeed, modern West- This chapter outlines ern armies have discovered that outstanding member care some of the (which involves physical and logistical support) is a key to success. In the military, healthy, rested soldiers are the best member care soldiers. Soldiers distracted by personal problems, family structures and practices problems, health problems, or financial problems cannot perform their duties as ready, focused soldiers. The best used by the way to handle “civilian affairs,” such as housing, family United States Air Force needs, educational concerns, and so on, is to anticipate them and meet them head on as they arise. The best way to to care for its families. ensure military failure is to pretend there are no “civilian” Two aspects of demands and to ignore them when they occur. Member care is a crucial military function. Air Force family care

Spiritual Member Care are discussed and applied All United States Air Force (USAF) members have access to a chapel system, which is staffed by ordained priests to mission families: and ministers from most religious denominations. All Air spiritual member care Force families have access to the full range of chapel ser- vices. Chapel resources vary, depending on the size of the and physical/emotional military population and the base community it serves. Wor- member care. ship, education, outreach, and community service are all aspects of the Air Force chapel system. Chaplains play a

407 408 doing member care well central role in knitting together the mili- Health Care tary community. It is the chaplain who is The health care system available to Air called when spiritual wisdom is needed. Force families includes resources for both Chaplains, as with their counterparts the physical and mental health needs of in the practice of law, enjoy full legal privi- service members and their families. Down- lege with their counselees. Chaplains are sizing efforts in the early 1990s have re- one of the few sources of completely con- duced the number of active-duty medical fidential counseling within the military providers, but services are still available community. This provides an extremely through the Department of Defense important aspect of care to military mem- Tricare system. In general, military clinics bers, since other professional counselors are the starting point for obtaining health in the medical setting are required to wear care. If specialty care is not available there, two hats, that of a counselor and that of beneficiaries are directed to civilian care a government representative. Licensed providers. counseling providers are required by Air All airmen receive an initial medical Force regulation to pass on information evaluation prior to joining the Air Force. to commanders that may be important to Minimal medical standards for service preserve the mission of the Air Force. must be met. Airmen then meet with a Chaplains, however, maintain full confi- medical provider to determine whether dentiality with their clients. Understand- there are any special needs among family ably, because of ensured confidentiality, members. Any special needs are docu- many Air Force members prefer to get help mented in the medical record (maintained and support through the chapel system. by the local Air Force clinic or hospital). The role of the chaplain is specifically This information is then forwarded to the protected in another major way. By regu- Exceptional Family Member Program lation, chaplains are never permitted to (EFMP) officer for review. Families with a serve in command roles. This means that special need are required by Air Force even though a chaplain may outrank all regulations to enroll in the EFMP. other members of a deployed unit, the The EFMP program is worth consider- chaplain may not serve as the unit leader. ing in some detail, since a similar system The Air Force has learned that putting might be readily adapted in both small and chaplains in command of others compro- large mission organizations. Most impor- mises their primary role as spiritual advi- tantly, the EFMP is a Department of De- sor. fense directive, meaning that all branches of the service must implement the policy. Physical and Emotional Since it was first developed in the late Member Care 1980s, it has developed into a comprehen- The emotional member care in the Air sive system of tracking the needs of fami- Force may be divided into two broad cate- lies with special needs. gories. The first of these is the Air Force Enrollment is the key to the success of health care system, including medical per- the EFMP program. Families with possible sonnel, licensed social workers, clinical special needs (as identified by health care psychologists, and psychiatrists, who are providers or parents) are required by the available through the hospital or clinic to Air Force to make an appointment with provide medical care, counseling, and/or the EFMP officer, who conducts an initial psychotherapy services. The second cate- family interview. Part of the interview is a gory may be called family support services, review of paperwork completed by health which include educational programs, re- care specialists, documenting the nature location and housing assistance, and child of the special needs in the family. See care services. Table 1 for a representative list of possible caring for missionary families 409

Table 1 Possible Qualifying Conditions for the Exceptional Family Member Program

Medical Conditions
Active management two or more times a year by a medical sub-specialist (e.g., occupational or physical therapy, mental health specialists, specialty dental care).
Repeated hospitalization for the same medical condition.
Physical disability requiring adaptive equipment (e.g., hearing aids, wheelchairs, home or environmental modifications).
One or more children requiring intensive treatment for Attention Deficit Hyperactivity Disor- der and additional management by a sub-specialist (developmental pediatrician, child psy- chiatrist, child psychologist).
Severe asthma.
Chronic physical disability (e.g., cerebral palsy, multiple sclerosis, etc.).
Chronic mental health impairment (e.g., psychiatric hospitalization, chronic emotional disor- ders, substance abuse, etc.).

Educational Conditions (for family members under age 21)
Children with an Individualized Education Program who receive more than 20% of educa- tional programming in special education.
Children who receive occupational or physical therapy as part of their special education pro- gram.
Children receiving Early Intervention Services (i.e., for children aged birth to three years).
Children with developmental delays as identified by parent, physician, or child care provider. qualifying conditions for enrollment. care providers on standardized forms. There is some variation in the implemen- These forms are then sent to the poten- tation of the program, since the EFMP of- tial place of assignment, and another ficer may decide whether a condition is EFMP officer reviews and distributes the serious enough for enrollment. Once a forms. Health care providers and educa- service member is enrolled in the program tors at the new location then review the (i.e., once a family member has a qualify- information, determine whether the needs ing condition), an “identifier” is placed in of the family can be met, and send their the personnel record of the service mem- decision back to the originating EFMP of- ber. The identifier placed in the records is fice. In this way, families in the EFMP are the same, regardless of how the family “cleared,” through a detailed information- qualified for the program. based process, for all the assignments they Personnel with EFMP identifiers re- receive while enrolled in the program. The ceive special consideration when duty goal of the program is to ensure that fami- assignments are made. Potential duty lo- lies with special needs go only to loca- cations are selected for EFMP enrollees as tions where support is available. Thus, a for the rest of the Air Force; however, once parent of an autistic child would only be a potential duty location is picked, the stationed at a location where the neces- EFMP officer obtains a packet of infor- sary educational and medical services were mation detailing the special needs of the available. The EFMP is designed to meet family member(s). This information is gen- the special needs of families, in an effort erally gathered from educators and health to deal directly with the “civilian affairs” 410 doing member care well of the military member and to keep the lies are accountable to Air Force require- military mission intact. ments, and the Air Force is accountable The integrity of the EFMP is ensured to provide duty locations that are appro- in two ways. First, the EFMP officer has priate in the light of family needs. primary responsibility for the program. At Although some members may view the most Air Force installations, the program EFMP program as a hindrance to their ca- is located in an office in or near the men- reer, because it may prevent members tal health clinic and is usually adminis- from taking certain assignments that may tered by a social worker. Every installation enhance a career, most appreciate the ben- has an EFMP officer who is responsible to efits that the program offers. Families are enroll eligible families and to help in the never sent to areas where needs cannot process of finding appropriate assign- be met. The program formalizes the spirit ments and locations for moving families. of family care that is part of the Air Force Airmen are not eligible for an assignment ethos. Most importantly, it allows for quick unless there are sufficient resources in the reassignment when a new need is identi- area to support the family. For example, fied, if services are not available in the im- the special education needs of children mediate area. must be met before a family is allowed to move to a new area. All assignment offic- Family Support Services ers and commanders have access to the As reported by Paden and Pezor (1993), EFMP enrollment database when recom- military family support centers have been mending assignments. around since about 1965, with a consis- Second, whenever families move tent network since the early 1980s. These within the Air Force, a medical clearance, centers arose out of recognition that mili- granted by a senior medical officer, is re- tary members were most often married, quired for all family members. This main- and in order to provide adequate support tains the accuracy and completeness of the for the military mission, such centers were EFMP database. The medical officer con- necessary to help families cope with the ducts a formal interview to review family demands of military service. In the Air medical records and to report any quali- Force, these centers are called Family Sup- fying EFMP conditions that were not pre- port Centers (FSCs). They are staffed by viously known. These interviews are done full-time, part-time, and volunteer staff as part of the first step of a move and usu- and generally offer a wide range of educa- ally consist of an interview of the airman, tional, counseling, and supportive ser- which is done with all family medical vices. records available. A service member with Educational topics vary depending on no special family needs is considered center resources and staff, but they almost “worldwide qualified” and is then free to always include programs specifically tai- move to a mission-required duty location. lored to the military experience. Classes Special family needs identified during on moving, transitions, acculturation, bud- these interviews result in enrollment in geting and financial planning, retirement, the EFMP, followed by the special process parenting, career planning, and family outlined above, resulting in a tailored as- stresses are quite common. Informal coun- signment. Again, the EFMP code works in seling is usually also available, as are sup- two ways. On the one hand, it prevents port groups offered by various community airmen from taking assignments where groups. Services often include computer necessary services are unavailable. On the terminals for Internet searches, a small other hand, it guarantees that the special lending library on topics important to fam- needs of family members will be met, thus ily life in the military, videotapes of other preserving the military mission. The EFMP military installations to help with planning also provides mutual accountability. Fami- a move, and a staff who are regularly and caring for missionary families 411 readily available for advice and support. that must be shared outside the “chain of In addition to its supportive functions, command.” This is difficult in missions, most FSCs provide meeting space for com- since the chain of command may be as- munity groups and lectures. sumed to be implicitly spiritual—the mis- sionary reports to his/her field leader, who Applications to reports to the mission leader, who reports Family Care in Missions to God. Therefore, the argument goes, why should not spiritual issues be taken Member care in the Evangelical mis- up with spiritual leaders, that is, mission sions community has mushroomed in the leaders? last 25 years. Landmark papers in the Clearly, many spiritual problems are 1970s outlined the problems of missions deeply personal and private, so much so devoid of member care. Burned-out mis- that much trust must exist before they can sionaries, disproportionate attrition after be shared with another person. The USAF the first “tour of duty,” and ineffective and recognizes that these deeply personal inadequate pastoral guidance were just a problems require privacy and privilege. few of the problems cited as possible Even if they could be shared with task causes for missionary turnover. Fortu- supervisors, these problems would un- nately, our understanding of these prob- doubtedly cloud the relationship between lems has also grown. supervisor and subordinate. Evangelical We now know that character problems, missions would do well to provide confi- health problems, and family problems dential counseling, either in-house or by account for about 38% of missionary attri- using consultants. None of the results of tion (Brierley, 1997). Although there is this counseling would be shared with the some variation in this figure, depending mission without the consent of the coun- on whether Newer or Older Sending selee. Whenever an airman turns to a Countries are considered, these issues are chaplain, he is guaranteed that his privi- clearly part of the “civilian affairs” of which leged communication will not be shared, Paul wrote. Ignoring these potential prob- even when the integrity of the mission is lem areas does nothing to avoid entangle- threatened. Chaplains encourage Air ment. The US military has learned that Force members to share vital information specific structures to head off specific with commanders, but privacy is taken problems are the best ways to keep the very seriously in the chaplain community. mission intact. There may be some lessons here for Spiritual Care missionary member care. Spiritual coun- sel and guidance are often provided di- Let’s return to the discussion of family rectly by senior mission personnel, who care in the US Air Force, in the light of not only have spiritual wisdom and au- research on the needs of missionary fami- thority, but who are also “commanders” lies. First, consider the need for spiritual of the mission organization. While they member care. Giron (1997), in his inte- usually offer extensive missions experi- grated model of missions, recognizes what ence, combined with a deep spirituality, the USAF practices: spiritual (pastoral) the lack of confidentiality for the mission- care ought to be distinct from supervisory ary may make it difficult for missionaries (task-oriented) care. It seems clear that to get the true spiritual support they need. confidential spiritual counsel is a vital as- pect of member care. While team leaders Physical and Emotional Care who are “qualified in a variety of helping It is true that the resources of the US and interpersonal skills” might be desir- Air Force far surpass those available to able (Kang, 1997), it is important to recog- most mission agencies. It is unrealistic to nize that there will inevitably be problems think that all of the resources available to 412 doing member care well the Air Force be provided by each mission. serve in locations where necessary services At the same time, however, the model were accessible. might be more easily adapted than is first After initial coding (enrollment) in the apparent. Special Family Program, missionary fami- First, consider the health needs of mis- lies could be followed annually, tri-annu- sionary families. According to the Reduc- ally, or at whatever frequency the mission ing Missionary Attrition Project (ReMAP, leadership found helpful. As noted by Taylor, 1997, pp. 92-94), these needs are Elkins (1997), this sort of regular “check- a major source of unwanted attrition up” seems to keep missionary attrition as among missionaries. Health reasons are low as 2% annually. Successful mission also a major threat to the US military mis- agencies appear to provide a very high sion, and the USAF takes the health of its degree of accountability to their member member families very seriously. As out- families. Again, the EFMP keeps both the lined above, the EFMP provides a formal Air Force and its families accountable to system for tracking the physical and emo- the terms of its mission. tional needs of its members. Physical Curiously, the term “accountability” health care for missionaries requires care- almost never occurs in Taylor’s (1997) ful planning and realistic assessment of outstanding review of the ReMAP project, likely needs before missionary families are an edited volume covering all aspects of sent to their assignments. missionary attrition. Not only does it not Elkins (1997) offers helpful insight on appear in the index, but almost none of how certain missions keep their attrition the chapters speak in terms of keeping numbers exceptionally low. He outlines a missionaries accountable. Certainly, most model used by the Christian and Mission- authors implicitly recognize the need for ary Alliance, which uses a tracking system accountability; but why do most authors employing an annual and tri-annual re- choose other terms? view system to assess each missionary’s Perhaps today’s boomer and buster progress. This is quite similar to the con- missionaries (Donovon & Myors, 1997), cepts underlying the EFMP and could be along with wanting more mutuality and readily applied in most mission agencies. teamwork in missions, also want less ac- Combining Elkins’ (1997) ideas with countability to the mission, vision, direc- current practice in the Air Force, mission tion, and leadership of their organizations. families could be screened for health and “Participatory management” seems to emotional needs during the initial selec- mean that employees and their leadership tion and training process. Families with are involved in a continuous dialectic in special needs could be given an identify- defining an organizational purpose. De- ing code that would place them in a “Spe- spite the evolving nature of Air Force doc- cial Family Program,” so that their needs trine and structure, however, most families would be considered during the assign- (and all Air Force members) know what ment process. They would also be tracked the Air Force will demand of them. The throughout their service to the mission. EFMP holds families to those demands. A The checklist presented in Table 1 could program for enrolling special needs fami- be readily adapted to most mission agen- lies would provide mission agencies with cies. If coded families felt called to cer- a way to meet the needs of its members tain locations where services were not and to hold them accountable to the available, explicit discussions could be unique vision and purpose of the organi- held about whether (1) such a calling was zation. strong enough to disregard obvious future Interestingly, in their analysis of the needs and (2) if it were, how such likely ReMAP data, Bloecher and Lewis (1997, needs would be met in the future. Ideally, p. 111) found that “good communication families with special needs would only with the missionary may be the single most caring for missionary families 413 significant support item in helping lower frequent stressor encountered (Schumm, preventable attrition.” This suggests that Bell, & Tran, 1994). initial clear communication about organi- Figley (1989a, 1989b) characterized zational expectations, vision, and struc- positive and negative coping styles in mili- ture, along with regular contact thereafter, tary families during the Gulf War. His find- are essential. Enrollment in a special ings are outlined in Table 2 and are needs family program would clearly facili- relevant for mission families as well. Simi- tate such regular communication. larly, Bartone (1999) reported that the per- sonality trait of “hardiness,” defined as a Family Check-Ups and Research strong sense of life and work commitment, The EFMP program provides for regu- combined with a greater feeling of con- lar “family check-ups.” How might these trol and an openness to change and to face “check-ups” be provided to missionary the challenges in life, leads to better ad- families? Many authors have written about justment. Hardy persons tend to interpret the stresses and strains placed on people stressful and painful experiences as a nor- living overseas. A study by Bowen (1989) mal part of life and see them as things that found that the best predictor of positive make life interesting and worthwhile. Army family adaptation to living overseas A variety of studies have found that was the extent to which family expecta- hardiness is a significant moderator or tions meshed with their actual experience. buffer of stress. A closely related term, Another strong predictor in this study was “resiliency,” has been used to describe suc- the level of community support families cessful adjustment and adaptation. Vari- received. A related study found that sepa- ous inventories have been developed to ration of family members is the most seri- assess both individual and family resiliency ous threat to adaptation and that, for (McCubbin & McCubbin, 1996). Similarly, military families, relocation is the most several studies have elucidated factors

Table 2 Healthy vs. Unhealthy Family Coping Styles*

Functional Family Coping Dysfunctional Family Coping
Clear acceptance of the stressor.
Denial or misinterpretation of the stressor.
Family-centered locus of the problem.
Individual-centered locus of the problem.
Solution-oriented problem solving.
Blame-oriented problem solving.
High tolerance of other family members.
Low tolerance for other family members.
Clear/direct expression of commitment.
Indirect/missing expressions of commit- ment.
Clear/direct expression of affections.
Indirect/missing expressions of affections.
Open and effective communication.
Closed or ineffective communication.
High family cohesion.
Low or poor family cohesion.
Flexible family roles.
Rigid family roles.
Efficient resource utilization.
Inefficient resource utilization.
Absence of violence.
Utilization of violence.
Infrequency of substance abuse.
Abuse or frequent use of habit-forming substances.

* Figley, 1989a, 1989b. 414 doing member care well important in understanding the stressors personnel file. Combining the approach and “protective factors” for missionary life. of the Air Force with some of the findings Allen (1986) gave an excellent overview in the literature might lead to a family in- of areas of concern for missionary fami- terview based on the questions outlined lies. O’Donnell and O’Donnell (1992) and in Table 3. A positive answer to any of the O’Donnell (1997a) have described what questions could lead to enrollment in the they call the CHOPS model of missionary mission’s Special Family Program, de- stress, outlining 10 categories of stress and scribed above. stress reduction that can affect missionar- ies and missionary families (see chapter Family Support Services 23). The Air Force has over 86 Family Sup- Finally, several studies have sought to port Centers worldwide that provide re- determine what helps children to adjust markable support services to families. most readily to moving frequently. In a Clearly this is unrealistic for most Evan- comprehensive review of the available lit- gelical mission agencies, so how might this erature, Vernberg and Field (1990) con- concept be applied to missions? cluded that a variety of factors influence a Sharing resources is the key to effec- child’s adjustment to a new environment. tive worldwide missions. As member care Some of these include the developmental services have expanded, so have centers and personal characteristics of the child, and agencies sprung up to provide these the circumstances (amount of support) services. In fact, O’Donnell (1997b) has surrounding the transition, and the unique compiled a list of over 100 organizations features of the old and new settings. A worldwide that actively provide various survey completed by 1,036 US Army sol- support services to missionaries (updated diers and their spouses found that fami- in chapter 49). These organizations in- lies with preschool and school-age clude health clinics, counseling centers, children require the most support to adapt and fully developed missionary develop- and cope (McCubbin & Lavee, 1986). In a ment, recovery, and renewal centers. As study of gifted students, Plucker and Yecke more and more member care groups are (1999) reported that, although some chil- strategically placed around the globe, dren experienced social difficulties related more and more missionaries will enjoy the to frequent relocation, overall these relo- same support enjoyed by their secular cations had little impact on parent and military counterparts. student perceptions of the gifted child’s long-term social, emotional, and academic Conclusion development. The Air Force EFMP program seeks to The US Air Force is firmly committed identify families with special needs to to caring for the needs of its members. maximize family adjustment to the mili- Most Air Force families are generally aware tary lifestyle. An expanded interview form, of the resources available to them and how based on the initial EFMP enrollment data, to access them. All families are screened is used for family members to provide for enrollment in the EFMP, both to keep updates on how special needs are being them accountable to Air Force require- met and what needs are likely to arise in ments and to formalize the care the Air the future. This form is used each time a Force provides for special needs families. family prepares to move to a new assign- Regular EFMP interviews hold everyone ment. If special needs continue within the accountable. Caring for families in these family, the family remains enrolled; oth- ways ensures a fit fighting force. erwise, if needs no longer exist, the fam- Keeping a fit, effective missionary force ily is removed from the EFMP, and the requires no less. Past research and newer special EFMP code is removed from the insights into missionary attrition have re- caring for missionary families 415

Table 3 Suggested Questions for Use During an Annual Missionary Family “Check-Up”

Medical Conditions Does anyone in the family: a
Require management two or more times a year by a medical sub-specialist?
Expect repeated hospitalization for the same medical condition?
Have a known or new physical disability requiring adaptive equipment?
Require intensive treatment for Attention Deficit Hyperactivity Disorder, including additional management by a sub-specialist?
Have severe asthma?
Have a chronic mental health impairment or a physical disability?

Spiritual and Support Concerns Do family members:
Lack a clear and common call to missionary service? b
Exhibit dysfunctional family coping (as defined in Table 2)? c
Individually and corporately lack a healthy spirituality, as defined by the mission? b
Lack a sense that cultural adaptation has been progressive and positive? b
Lack good relationships with other missionary families? b
Feel that they do not receive adequate pastoral care? b
Have serious concerns about their financial support? b
Report job-related or organizational stresses? d
Lack hardiness and see stress and pain as abnormal and something to be avoided in life? e
Feel that their expectations for service have not been met? g

Educational Conditions (for family members under age 21) a Do any of the children:
Require special education classes that comprise more than 20% of educational programming? a
Receive occupational or physical therapy as part of their special education program? a
Receive Early Intervention Services (i.e., for children aged birth to three years)? a
Have developmental delays as identified by parent, physician, or child care provider? a
Have a history of being negatively affected by frequent relocations? f

a USAF EFMP questions; b Brierley, 1997; c Figley, 1989a, 1989b; d O’Donnell, 1997a; e Bartone, 1999; f Plucker & Yecke, 1999; g Bowen, 1989. vealed the nature of the “civilian affairs” vide regular family “check-ups,” and to that can so easily entangle and distract make general support services available missionaries. A system of comprehensive worldwide. The USAF has a well-estab- care, including spiritual, physical, and lished system to do all these things. In emotional care, is absolutely vital to main- most cases, the military approach to mem- taining our missionary force. This requires ber care can be replicated to further world a way to track special family needs, to pro- evangelization. 416 doing member care well

Reflection and Discussion Bowen, G. (1989). Family adaptation to relo- cation: An empirical analysis of family 1. Why does the USAF choose to ex- stressors, adaptive resources, and sense of tend special privilege (confidentiality) to coherence (Tech. Rep. 856). Alexandria, VA: chaplains? How might this be possible in U.S. Army Research Institute for the Behav- the missions community? ioral and Social Sciences. 2. What is the purpose of the Excep- Brierley, P. (1997). Missionary attrition: The tional Family Member Program in the ReMAP research report. In W. Taylor (Ed.), USAF? How are the enrollment criteria Too valuable to lose: Exploring the causes from Table 1 relevant to missionary fami- and cures of missionary attrition (pp. 85- lies? 104). Pasadena, CA: William Carey Library. 3. Look again at Table 2. Do the char- Donovan, K., & Myors, R. (1997). Reflections acteristics of functional vs. dysfunctional on attrition in career missionaries: A gen- erational perspective into the future. In W. families seem to apply to Christian mis- Taylor (Ed.), Too valuable to lose: Explor- sionaries? Are there any basic differences ing the causes and cures of missionary in the types of characteristics used to de- attrition (pp. 41-73). Pasadena, CA: Will- scribe functional/dysfunctional families iam Carey Library. from the Newer and Older Sending Coun- Elkins, P. (1997). Attrition in the USA and Can- tries? ada. In W. Taylor (Ed.), Too valuable to lose: 4. How might a “special needs pro- Exploring the causes and cures of mission- gram” be set up for families in your mis- ary attrition (pp. 371-376). Pasadena, CA: sion agency? Would it be feasible to “code” William Carey Library. these families in some way? Who in the Figley, C. (1989a). Helping traumatized fami- mission agency would be responsible for lies. San Francisco, CA: Jossey-Bass. such a program? How would it be possible ———. (1989b). Treating stress in families. to “code” in a clear way to help without New York, NY: Brunner/Mazel. families feeling singled out as “unfit”? Giron, R. (1997). An integrated model of mis- 5. Review Table 3. How could the sug- sions. In W. Taylor (Ed.), Too valuable to gested interview be adapted to fit the lose: Exploring the causes and cures of mis- needs of your family or organization? How sionary attrition (pp. 25-40). Pasadena, often should such an interview be con- CA: William Carey Library. ducted, and who should conduct it? Who Kang, S. (1997). Missionary attrition issues: would review the information? How Supervision. In W. Taylor (Ed.), Too valu- would the information be protected? able to lose: Exploring the causes and cures of missionary attrition (pp. 251- 264). Pasadena, CA: William Carey Library. References McCubbin, H., & Lavee, Y. (1986). Strengthen- Allen, F. (1986). Why do they leave? Reflections ing Army families: A family life cycle stage on attrition. Evangelical Missions Quar- perspective. Evaluation and Program terly, 22, 118-129. Planning, 9, 221-231. Bartone, P. (1999). Hardiness protects against McCubbin, M., & McCubbin, H. (1996). Resil- war-related stress in Army Reserve forces. iency in families: A conceptual model of Consulting Psychology Journal: Practice family adjustment and adaptation in re- and Research, 51(2), 72-81. sponse to stress and crisis. In H. McCubbin, I. Thompson, & M. McCubbin (Eds.), Fam- Bloecher, D., & Lewis, J. (1997). Further find- ily assessment: Resiliency, coping, and ings in the research data. In W. Taylor (Ed.), adaptation—inventories for research and Too valuable to lose: Exploring the causes practice (pp. 1-64). Madison, WI: Univer- and cures of missionary attrition (pp. 105- sity of Wisconsin System. 125). Pasadena, CA: William Carey Library. caring for missionary families 417

O’Donnell, K. (1997a). Member care in mis- sions: Global perspectives and future di- rections. Journal of Psychology and Theology, 25, 143-154. ———. (1997b). An international guide for member care resources. In W. Taylor (Ed.), Too valuable to lose: Exploring the causes and cures of missionary attrition (pp. 325- 338). Pasadena, CA: William Carey Library. O’Donnell, K., & O’Donnell, M. (1992). Understanding and managing stress. In K. O’Donnell (Ed.), Missionary care: Counting the cost for world evangelization (pp. 110-122). Pasadena, CA: William Carey Hans V. Ritschard is a Major and a child/ Library. pediatric clinical psychologist in the United Paden, L., & Pezor, L. (1993). Uniforms and States Air Force. He currently works at RAF youth: The military child and his or her Lakenheath in England. He has served the family. In F. Kaslow (Ed.), The military fam- USAF overseas for six of the past eight years ily in peace and war (pp. 3-24). New York, and has special expertise in the areas of cross- NY: Springer. cultural adjustment, military and missionary Plucker, J., & Yecke, C. (1999). The effect of children, and organizational and team con- relocation on gifted students. Gifted Child sulting. He has been actively involved in Quarterly, 43(2), 95-106. international member care since 1989. He provides frequent pro bono consultation to Schumm, W., Bell, D., & Tran, G. (1994). Fam- missionary families and organizations. ily adaptation to the demands of Army Email: [email protected]. life: A review of findings (ARI Research Special thanks to Gay Galleher, Ph.D., and Report 1658). Alexandria, VA: U.S. Army Bryan Vyverberg, M.D., for their very thought- Research Institute for the Behavioral and ful and thorough review of earlier drafts of Social Sciences. this article. As always, my wife Carolyn pro- Taylor, W. (Ed.). (1997). Too valuable to lose: vided tremendous support during this writ- Exploring the causes and cures of mission- ing project. ary attrition. Pasadena, CA: William Carey The views expressed in this article are Library. those of the author and do not necessarily Vernberg, E., & Field, T. (1990). Transitional reflect the official policy or position of the stress in children and young adolescents United States Air Force, the Department of moving to new environments. In S. Fisher Defense, or the United States Government. & C. Cooper (Eds.), On the move: The psy- chology of change and transition (pp. 127- 151). New York, NY: John Wiley & Sons.

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R W O K C A E T R N LIS E C I A T CA PE R S E DE R C N A R E E S C LF AR E E S MASTER -----M -----

E U CARE R T U A A L C Supporting Expatriate Women Annemie In Difficult Settings Grosshauser

As a psychologist and a Christian, I have been privi- Going through the leged to minister over the last 18 years to both local women marketplace in a and expatriate women, supporting them with counseling, debriefing, and crisis intervention. Living and working in male-dominated country, restricted countries in East Africa and Central Asia, I have being single in a family- experienced and witnessed the stresses of living in the Developing World. It can be a hard and dark environment, centered society, working even if one enters it prepared and with ongoing emotional in the context of very and relational support. My experience and struggles are not unique. Yet I felt it important to write them down con- different and sometimes cisely, so that other Christian women can be better equipped hostile cultural and not only to survive, but to run the race in such a way as to get the prize (1 Cor. 9:24). religious settings, In this chapter, I will look at the coping challenges and educating children without strategies of expatriate Christian women who live in Mus- lim countries. I will focus on five areas: proper school systems,
Islam—the role of women in Islam and in the West; trying to show compassion the difference in expectations for personal rights; issues such as submission, fulfillment, and job satisfaction, which to people in need, serving are frequent causes of stress and psychological problems. together in a multicultural
Past personal issues—emotional struggles from one’s past. This area is especially important, since the spiri- team—these are some of tual realities and cultural restrictions in Islam seem to trig- the challenges confronting ger stronger, more dramatic reactions to unresolved problems than would be experienced back home. expatriate women.
Spiritual dimensions—spiritual preparation for ser- This chapter addresses vice and an ongoing walk with God in a difficult environ- ment; the quality of one’s own maturity; one’s call; these issues and familiarity with spiritual resources. takes a closer look at
Team viability—the need for a supportive and car- ing team, in which the members look out for each other, their causes and remedies.

419 420 doing member care well especially for the female co-workers; some of their property (for the support of of the obstacles and potential for inter- women). So good women are the obedi- national teams. ent, guarding in secret that which Allah
New roles, identity, and lifestyle— hath guarded. As for those from whom ye a look at how transitions and cross- fear rebellion, admonish them and ban- cultural living test our stability, beliefs, and ish them to beds apart, and scourge them. sense of who we are; differences in the Then if they obey you, seek not a way way singles, couples, and families are af- against them” (Pickthall, 1988). fected. Mohammed, in his time, instituted new laws for women and children which pro- Islam tected them—especially the widows and orphans. In general, though, men’s supe- One-fourth of the world’s three billion riority over women is taught in Islam.* women are Muslim. While holding key The result of Islamic teaching is that positions of influence within their own Muslim women, in comparison to non- families, these women usually have only Muslim women, are generally more re- limited access to education, health care stricted and less visible publicly, and they facilities, and basic human rights. Due to live in submission to males. Under Islam, the cultural and religious separation be- men are clearly the superior gender in the tween men and women in many Muslim created order. This position affects their countries, the gospel is primarily com- attitudes towards women and produces a municated to Muslim women by other tendency to take a lot of liberties. The re- women. What a challenge—and opportu- sult is that both local and expatriate nity—this presents for female Christian women often feel abused just from the workers to spend time with Muslim women way they are looked at or when they are and to model Christ through their lives. treated condescendingly. On the other Muslim countries embrace “one faith,” hand, Muslim men generally feel very pro- but the way that faith is practiced varies tective of women, especially those of their from country to country. For example, own family. It must be kept in mind that there are many factors contributing to the many of the restrictions for women are determination of the role and rights of exacerbated by cultural habits quite apart women in Muslim communities, includ- from Islamic teaching per se. Still, women ing level of education, economic status, in most non-Muslim nations have more urban or rural setting, impact of Western equal opportunities to work and study, influence, and degree of fundamentalism. they are equal partners in society, and they Consequently, there is no unified concept expect to reach a certain level of fulfill- of women’s rights or their role in society. ment and job satisfaction. When going into In some countries, women are in political a Muslim environment, expatriate women leadership positions, while in others, they often underestimate the potential effects might never see the outside of their own of religious and cultural restrictions and home. of limited job opportunities. Teachings in the Quran give a basic There are many areas where women understanding of the expressed (though can serve with their expertise and gifts, often not literally adhered to) position of such as physical and mental health care, women in Islam. For example, Surah 4,34 administration, teaching, hospitality, car- states, “Men are in charge of women, be- ing, and prayer. Compared with what they cause Allah hath made the one of them to left back home or compared with their ini- excel the other, and because they spend

* An extensive discourse on this subject would exceed the content and purpose of this chap- ter; see bibliography for further study. supporting expatriate women 421 tial expectations, their current job may security, authority problems, addictions, seem to lack prestige, but at the same time self-rejection, anger, negative attitudes, it can be intensely fulfilling and satisfying depression, and psychosomatic disorders. to see their impact on local women’s lives. Often we are not aware of this baggage. Women going into Muslim settings When we find ourselves struggling with must understand and expect a certain issues such as trust toward God and oth- amount of gender discrimination. Actually, ers, interpersonal relationships, guilt, au- the battle is not primarily a gender one, thority, etc., we tend to blame our parents, but spiritual. The reality is often very pain- circumstances, and other people, failing ful for expatriate women, when they are to see where the roots really lie. Inner inappropriately touched or are the target healing helps us to untie the knots of the of shouted obscenities. These are not ex- past and requires a willingness to: ceptions! When women experience this
Recognize and accept (vs. denial). kind of treatment, they get hurt deep
Confess, forgive, and let go. down, and they feel abused, unworthy,
Allow God to heal and restore. even “undressed.” Expatriate women are
Be delivered of any occult roots or viewed as unbelievers and therefore are bondage. even more vulnerable. Essentially, they are We are all special and precious— equal to prostitutes in the eyes of the lo- unique in our upbringing, worldview, at- cal men. Of course, the Western films por- titudes, values, feelings, and memories. traying sexual freedom support this Our own uniqueness is our greatest gift, thinking. Women therefore need to be but it is also our biggest challenge. What aware of these issues, guard themselves, we model in our lives and ministries de- and deal with the issues constructively. pends, in part, on our willingness to look Condemnation and anger not only inhibit at our own past and to allow God to deal witness, but also affect peace of mind. with our hurts and pains. The roots of many of our struggles can Past Personal Issues be found in four major areas: pre-birth, childhood, adolescence/adulthood, and “If I had known this 50 years ago, my spiritual bondage. I will just touch on each life could have been so different!” This area here, giving key words of problem- lament was voiced to me following a ser- atic conditions and adding a few illustra- vice in which I spoke on inner healing, tions. There are many good books dealing wholeness, and dealing with our past “bag- with these issues for further study (see bib- gage.” Although much has been written liography). about these topics, the need to address them in our own lives is often not recog- Pre-Birth nized or dealt with until we face a crisis Conditions that develop at this stage or other major challenge—an almost in- include being unwanted, surviving an at- evitable occurrence when serving over- tempted abortion, being illegitimate, hav- seas. ing parents with deep needs, difficult Inner healing deals with our deep past pregnancy for the mother, illness of the hurts—those memories of actions, abuse, mother, and instability through major con- and sins (things/events that were imposed flicts or war. on us, that we imposed on others, or that In my counseling, I encountered a just happened to us) which had a crippling woman who vividly illustrates this pre- effect on our development, our health, our birth struggle. After serving on the field ability to cope and work, or our ability to for many years, she felt an increasing accept and love ourselves and others. heaviness, both in her spiritual life and in These hurts can manifest themselves in raising her family. As we talked, she ad- many ways, including low self-esteem, in- mitted having an ongoing, difficult rela- 422 doing member care well tionship with her mother, which made her she was, her depression improved, as well feel guilty. We asked the Holy Spirit to re- as her working relationships. veal the roots of this conflict, and she be- An area of crucial importance in our gan to remember some of her mother’s ministry as women serving in a Muslim remarks about her unwanted pregnancy context is that of our relationship to our and the possibility of abortion. God’s fathers. If a girl has been physically, emo- Spirit also revealed how the enemy had tionally, or sexually abused or has been taken advantage of this rejection, keeping raised in an atmosphere of orders and the woman from being joyful or feeling punishments rather than one of love, ac- secure. Taking authority over these crip- ceptance, and affection, she will find it pling messages, she experienced a tremen- difficult to trust anyone, including our dous freedom and was able to forgive her heavenly Father. This deep wounding can mother and accept her with a new love. produce a generalized mistrust, fear, and In return, she was enabled to love the Lord hatred of men, which is exacerbated by and her family with a new joy. living in a male-dominated society. It may While this woman may have experi- take years of counseling and healing be- enced the same crippling feelings in her fore the ability to trust God is restored and home country, it is a fact that we are more the woman is able to relate to men with- vulnerable when we are out of our com- out resentment. fort and security zone (home). Those who I have often prayed with women serv- live in spiritually hostile environments, es- ing in Muslim societies who found them- pecially those with unhealed wounds, are selves emotionally reliving a childhood an easier target for enemy attacks. trauma that they thought they had already completely resolved. But when they ex- Childhood perienced disrespect from Muslim men— Conditions that may cause problems being stared at or impurely touched in the at this stage of life include being un- bazaar—the wounds opened again, filling wanted, poor sibling relationships, paren- them with great anger and bitterness. Life tal conflicts/divorce, feelings of being a in a “macho” culture is difficult for any failure or unworthy, lack of self-acceptance woman, even more so for one who is over personal appearance, being handi- scarred. I have observed this to be one of capped, being adopted, being orphaned, the major stress points for women. If it is under-achievement, struggles in school, not healed from the roots, it may lead to being belittled by teachers and friends, deep resentment and even attrition. fears and feelings of rejection and resent- ment, emotional abuse, physical abuse, Adolescence/Adulthood and sexual abuse. In adolescence and adulthood, there I counseled a lady struggling with a may be relationship problems with fam- depression that was affecting her marriage ily/friends/colleagues, peer pressures, and seriously impacting the team. In one sexual problems, marriage problems, dif- session, she poured out her anger and bit- ficulties with in-laws, struggles with single- terness at having grown up with a very ness, job pressures, guilt and anxiety, loss outgoing and gifted twin. She had felt sec- of belongings, war, injuries, and death of ond best all her life, never having been loved ones. able to measure up. She needed healing, Life, of course, is a mixture of ups and forgiveness, deliverance, and a fresh un- downs, joys and sorrows. When areas of derstanding that she is fearfully and won- pain and anger are bottled up and denied, derfully made by her Creator God (Psalm they can cause great insecurity and insta- 139, a wonderful psalm for inner healing bility in our personality. Our development and reassurance). As she was able to un- (physical, spiritual, emotional, cognitive, ravel her past and accept herself the way relational) may be hindered, and our re- supporting expatriate women 423 lationship with others and with the Lord forces, allowing them to harass and op- may be deeply affected. press not only the people involved, but I counseled a young woman who also their families. served with her husband in a restricted It is perhaps not surprising that the area. When she became pregnant, she got effect of Freemasonry on people’s lives is quite ill. Although she wanted the baby, not as widely known as it should be, be- she was apprehensive in looking ahead to cause it is a secret society and people often motherhood. Her lack of wellness, apart do not know of their ancestors’ involve- from normal pregnancy sickness, had ment in it. One young couple were dis- deeper psychological roots. Becoming a turbed by night noises in their home. A mother made her face her anger and hate ministry team came together, and after towards her own mother, who, in her prayer, the Holy Spirit revealed that both memory, lacked so much in love and care. sets of parents had been involved in Free- Her rejection went so far that she did not masonry. The astonishing thing was that want her mother ever to be involved with both spouses had known of this but had the baby. Asking the Lord to heal the forgotten, and neither was aware of its op- wounds of neglect enabled this woman to pressive effects. We took authority over the see her mother’s failings in a new light. spirit of Freemasonry in their lives and By releasing bitterness and grudges and cleansed their home through prayer. They by forgiving others, we set people free were never bothered again. We are serv- from being indebted to us. This is a very ing a God of power who wants us to be important step in the process of moving alert and to use the authority He has del- toward emotional freedom and spiritual egated to us. maturity. In the Islamic world, as in others, we A beautiful example of inner healing have to deal with the effects of magical is found in Luke 7, where a sinful woman practices. Curses, amulets, shrines of de- pours out her shame and pain through ceased “holy” men, etc., play a dominant tears while anointing Jesus with perfume part in folk-Islam and have a spiritual ef- and kissing His feet. Jesus restores her, fect on the Christian community as well. forgiving her sins and releasing her from These practices, often overlooked or her past. She leaves joyfully—healed, for- underestimated, can cause responses like given, and restored. lethargy, depression, marital conflict, and team disunity. As Christians serving in cul- Spiritual Bondage tures where oppressive spirits operate, we Satan is the father of all lies (John must be alert and do what we can to deal 8:44). His goal is to destroy God’s creation, with our own past. We need to be honest seeking entry points to make us and our and willing to let the Lord heal and re- ministry ineffective. It is therefore of ut- store us. How else can we be a light in the most importance to maintain our relation- darkness? ship with the Lord and with other believers and to be on our guard (1 Peter 5:8). Spiritual Dimensions Bondage can come into our lives in many ways, including ancestral involve- In the ReMAP Research Report on mis- ment in the occult (Eastern religions, cults, sionary attrition (Brierley, 1997), healthy Freemasonry, New Age), the tragedy of a spirituality was ranked third among the family suicide, sins such as murder or factors impacting our survival and effec- sexual abuse, involvement with or inter- tiveness on the field. It was preceded in est in the demonic through pornography, importance by a clear call and the back- “party” games that invoke spirits, reading ing of a supportive family. Christian work- horoscopes, or other superstitious beliefs. ers must ask themselves time and again, All of these provide footholds to demonic “Am I centered in Christ? Who is in con- 424 doing member care well trol of my life—myself, others, the work Lord and the desire to serve Him, what- itself, or the Lord?” I encourage all mis- ever the cost. Therefore, it is of utmost sionaries to examine their current lives importance to be sure of our calling. Other and past areas of struggle honestly, pref- motives, such as adventure, improvement erably with a faithful friend, and to anchor of our resume and professional skills, em- themselves as securely as possible in ployment, or running away from difficult Christ. This is a process that needs regu- circumstances and relationships, can lead lar attention both on the field and at to frustration and defeat, because the fo- home. cus and force of the spiritual battle are mis- understood. Spiritual Health It cannot be stressed enough that the There is a wealth of good books avail- husband and the wife must each have a able on the subject of spiritual growth, and calling to ministry abroad. A wife who fol- many of us read them. What we often lack lows her husband into the Muslim world is the application of the information purely out of support or obedience is at gained. A healthy spiritual diet consists of high risk. Missionary life in itself is a huge a daily time with the Lord, Scripture read- challenge involving much loss and change. ing, worship (in song or listening to mu- With the added strain of separation from sic), and an open heart ready to be a vessel family and friends, loneliness, adjusting for the Lord—for our own family, our to a new culture and possibly a difficult team, or anyone who needs a listening ear, climate, learning a new language, coping as well as through hospitality, sharing our with previously unknown illnesses, ar- faith, and attending to the needs of oth- ranging for or doing schooling, etc., it ers. I still remember how much I struggled would be unwise to venture out without with my quiet time when our children a personal call on the part of each per- were small (and even since they are big- son. If the wife has not chosen this step ger!). When there was time, I was too tired, out of her own conviction and calling, and and I often struggled with feelings of guilt. unless she is extremely adaptable and Then I realized that I could enjoy God’s easy-going, she will struggle with resent- presence and pray while I was nursing, ment towards the people and culture, as while listening to teaching and worship well as toward her husband. She may sub- tapes, while walking with a friend, or while consciously blame him for her ill-feelings. on a shopping trip. We need to learn to Women struggling in this area tend either be creative about how we feed ourselves to internalize their conflict and suffer from our daily spiritual food. An accountabil- various psychosomatic disorders or de- ity/prayer partner can be of great support pression, or they get very angry and con- through encouragement and by asking frontational. It is to everyone’s advantage honest questions. for sending agencies to be sure that each partner has a calling. Our Call Spiritual growth is a lifelong process. Spiritual Warfare Elisabeth Elliot (1999, p. 21), a pioneer “Mission work is not a game but a war. missionary to South America, knows of the The spiritual battle is a reality, while at the cost, saying, “I think it takes a deep, spiri- same time all sorts of tensions occur in tual encounter with the cross before we’re daily life. A missionary needs perseverance really qualified to call ourselves mission- and the ability to cope with stressful situ- aries.” We need to accept our own need ations, sometimes without external help” for forgiveness and salvation, as well as (Ekström, 1997, p. 188). Added to the chal- our need for growth through discipleship. lenge of loss and change is spiritual war- Missionaries are not made; rather, they fare on the field—a battleground for which grow out of a deep relationship with the many workers are unprepared. In the in- supporting expatriate women 425 ternational workshop on attrition held at pray together, and support one another All Nations Christian College, UK, in April on the field. 1996, a discussion group on pre-field train- When my family first came to East Af- ing formulated a statement concerning the rica in 1982, we knew little about spiri- spiritual qualities of prospective mission- tual warfare or about deliverance ministry. aries. It reads, in part: “We also believe But spiritual battles constantly confronted that candidates should be prepared and us—local people being tormented by de- trained for spiritual warfare with regard monic forces and people involved in magic to demonic oppression in all its manifes- and occult practices based on folk-Islam. tations” (Adiwardana, 1997, p. 210). Motivated by our desires to help those liv- An example of demonic oppression ing under oppression and to avoid defeat was reported to me by two single women ourselves, we learned the importance of on their return from a survey trip in a understanding the powers of Islam/folk- neighboring war-torn country. While Islam. We also saw the need of getting spending the night in a local home in a training in spiritual warfare and of having remote village, they were awakened, sens- a balanced understanding of power en- ing a strange presence in the room. Look- counters when ministering in the Muslim ing up, they saw the spirit of a woman world. crouching in a corner. As she moved, her The best teacher in spiritual warfare is spirit passed through solid items in the the Word of God. Ephesians 6 states: room. She was obviously busy with some-
“Finally (from now on) be strong thing, taking no notice of the women. The in the Lord and in His mighty power.” First workers knew enough about spiritual re- of all, we need to know who we are in alities to understand that this was the spirit Christ, and we need to know that on the of the lady who had lived there before. cross He won the victory over Satan. He The next night, having just begun to work has all power and authority, and He has through the first shock, the women heard delegated it to us. an explosion beneath the wooden house
“Put on the full armor of God so (a possible attack on their lives), which that you can take your stand against the shook the foundation. On their return devil’s schemes.” Secondly, we need to from the village, I took them through the know our weapons, which are for both helpful steps of debriefing. We prayed for attack and defense. deliverance as well, not just from the re-
“For our struggle is not against flesh cent experience, but also from spirits of and blood, but against the rulers, against fear and death which can take hold of a the authorities, against the powers of this person who has been made vulnerable dark world, and against the spiritual forces through exposure to traumatic experi- of evil in the heavenly realms.” Thirdly, we ences. The workers came through this should not be ignorant about the enemy, trauma extremely well and continued their who and where he is. We need to know ministry. how to battle effectively. Many workers are confronted with the We are all involved in three major ar- cruelties of war, either in the lives of their eas of warfare, whether we realize it or local friends or in personal experiences not. There is a battle within ourselves, a of intimidation, evacuation, robbery, as- battle within the Christian community, and sault, and rape. Because we are invading a battle against strongholds in the un- enemy territory, one of our most impor- reached. How we deal with these areas of tant pre-field tasks is to set up an exten- warfare can greatly impact our ministry. sive prayer shield at home, consisting of committed friends who pray for us daily Battle within ourselves and with discernment. Likewise, it is es- The enemy knows our weaknesses and sential for workers to listen to each other, vulnerable places (entry points). He at- 426 doing member care well tacks these at times when we have let men to destroy the power of the Jadu. down our guard because of exhaustion, They also pray for fertility at the graves of sickness, or sin, challenging our spiritual deceased holy men (shrines). disciplines and our commitment to walk It is very important that we are aware in holiness. Often when difficulties arise, of these practices, both to pray effectively our time with the Lord gets lost, and we for those who are struggling with the ef- struggle with self-pity, criticism, resent- fects of curses, as well as for our own pro- ment, and bitterness, as well as with an- tection. I have seen many instances of ger against the culture, the people, and God’s powerful intervention in these the leadership. cases. One example from my personal experience occurred after our first years Battle within the abroad, when I reached a point of total Christian community emotional, spiritual, and physical exhaus- Satan’s goal is to destroy unity, whether tion. I developed a suicidal depression. in marriage, family, team, or fellowship. After a year of struggle, with lots of prayer He uses criticism, egotism, negative and support by others, I finally sought de- thoughts and words, lack of supportive liverance ministry. A pastor, experienced attitudes toward each other, envy, sexual in this field, identified many areas of de- temptation, nationalism, unforgiveness, monic intimidation and prayed for deliv- colonial attitudes, and struggles with au- erance, which I received. I was completely thority and accountability. The result is set free from my heaviness. damage to our spiritual wholeness as a Our best spiritual safeguard is to culti- community, which makes our personal vate our relationship with God. This and corporate ministry ineffective (Rom. means we focus on prayer, learn more 15:5-6; Col. 3:12-14). Strained relation- about the power of the Holy Spirit, remain ships are often an indication that the en- accountable and transparent, live in a emy is at work. We begin to feel joyless spirit of forgiveness, and embrace chal- and heavy, tired and depressed. These feel- lenges, making them into opportunities ings lead to a lack of interest in prayer and for our own growth. outreach, resulting in a withdrawal from our cross-cultural ministry and retreat to Ministry Tools selected friends in the expatriate commu- I now discuss four major areas to de- nity. velop for ministry among Muslims. They are personal spiritual maturity, language Battle against strongholds and friendships, host culture and religion, (sin) in the unreached and God-given authority. There are many good books on folk- Islam, which help us understand its spiri- Personal spiritual maturity tual implications (see bibliography). For Christ-likeness—God’s character and example, many Muslims fear the evil eye conduct reflected through us—is our most or fear receiving a curse in the form of a powerful ministry tool. As His ambassa- Jadu—a small, wrapped-up paper contain- dors and servants, the more we are will- ing Quranic and magic verses written by ing to live out of the Word of God and be so-called holy men or religious leaders, molded by it, the more it shows in our which are thought to bring sickness, di- lives and actions. As commendable as pro- saster, and mental illness upon the in- fessional training and language skills are, tended victim. Jealousy, a very dominant our character is what counts. spirit in these cultures, is a common mo- Spiritual maturity is also displayed in tive for wishing others evil. Many young the ability to “live in the opposite spirit.” women, struggling with barrenness, try to Jesus is our best teacher in this lifestyle: undo a suspected curse by paying religious He stayed calm when there was turmoil supporting expatriate women 427

(Luke 8:22-25), He showed compassion little home. She began to question her when there was condemnation (John 8:1- family’s right to eat well in the face of 11), and He exercised authority when poverty. We talked about God’s perfect there was demonic confrontation and plan of creation and the fact that His de- chaos (Luke 4:31-37). sire is for peace and well-being, not war When we live in a negative atmosphere, and poverty. It helped to discuss with her we are easily drawn into it if we are not some basic issues about suffering and on our guard. The best weapon and testi- spiritual warfare. If Satan gets a foothold mony is to live in the opposite spirit to in a country through evil, such as the shed- negative attitudes which we encounter, ding of innocent blood, it can result in e.g., to give and be hospitable where there consequences such as poverty and starva- is greed, to be humble where there is tion. The enemy tries to replace God’s pride, to live out of God’s peace where blessings with calamities. We must resist there is fear, to convey confidence where the spirit of guilt and condemnation and there is insecurity. But we can only dis- must not allow Satan to rob us of the peace play God’s character if we know who our and energy we need in order to face the Lord is. challenges of suffering and poverty around us. If, through neglect of our own basic Language and friendships needs, we allow ourselves to get sick and For cross-cultural workers, facility in drained, we are of little use in God’s king- the target language and culture is a very dom. important requirement for ministry. Lan- guage acquisition serves as a pathway to Host culture and religion the heart, enabling us to build friend- In the Islamic world, culture and reli- ships—a crucial foundation for sharing the gion are intertwined. A good understand- good news. The interest evidenced by our ing of cultural practices and beliefs can effort in language learning is greatly ap- save us from many embarrassing encoun- preciated. I have witnessed the excited ters and can help us “make the most of response of local women when I was able every opportunity” (Eph. 5:16). to listen to and understand their worries. Befriending women during pregnancy Such understanding builds trust, which is and being with them during and after something that women living in countries childbirth has given me many opportuni- of strife and war seldom experience. It also ties to share God’s love and compassion. opens opportunities to pray with these However, in Muslim society, superstition religious and devout women about sick- and fear of the evil eye are an integral part ness and the worries of daily life. In this of this natural process. One must know way, we can introduce them to the Healer what is permissible to say and do, and and Prince of Peace. when. As we seek to relate to the local people, For example, I once visited a friend a subtle danger may arise. Because we in- from a very religious background who had evitably compare their painful lives with just had her second child. After congratu- the blessings that we have, we may find lating her, I went over to admire the sweet ourselves overwhelmed with guilt, and we little girl, wanting to pick her up. This may unnecessarily deny ourselves and our caused great distress to my friend and the families. An expatriate mother of two, liv- other women in the room. A grim-faced ing in a war-torn country, shared with me woman immediately entered the room about her increasing lack of joy. Her neigh- with strong-smelling incense. She waved bors’ constant struggle to feed their many the incense around the baby, clearly indi- children and keep their houses warm, cating that I should stay away. According their pleas for help and her efforts to re- to their beliefs, the child had to be spond affected her enjoyment of her own cleansed and protected from the evil eye, 428 doing member care well which I, as an unbeliever in their religion, Muslims are well aware of demons in had evoked through my behavior. their daily lives, so it was not difficult to Cultural understanding is therefore a convince the mother of demonic inter- must. A reference from the online maga- ference. It did take some time, though, for zine Women of the Harvest (September her to understand that Satan tries to im- 2000) sums it up concisely: “Cultural sen- poverish life even before birth. After some sitivity means understanding why people hesitation, reaffirming that she was a prac- behave the way they do and actually em- ticing Muslim, she accepted my offer to bracing their lifestyles. Cultural sensitiv- pray for the girl in the name of Jesus. I ity means loosening our staunch grip on bound the forces of death and fear over the social landscape that defines us and the child’s life, which had already taken embracing instead the territory of a people root in the womb and apparently were without Christ, for the sake of the gospel.” expressing themselves in the current suf- focation attacks. We prayed for healing of God-given authority the girl’s past and for the Lord’s touch on It is easy to feel overwhelmed and in- her life. She never suffered under the at- timidated by all the challenges that sur- tacks again. round us overseas—dust and dirt, noise, Jesus came to set the captives free. This crowded streets, male domination, pov- is not just some cliché that makes us feel erty, sickness, the presence of weapons good. He wants us to step out boldly in and violence, etc. The flooding images of faith and in His authority. We can learn injustice stir up feelings of helplessness, from others by sitting in when they minis- distress, and even aggression. The force ter to the oppressed, and we can pray for of these impressions relegates us to a more courage and anointing to do God’s “grasshopper” perspective of powerless- will. It is important to pray for protection ness and spiritual defeat. Jesus, Himself for ourselves and for our loved ones be- living in a similar atmosphere, overcame fore we minister. We also need to pray for evil with good as He appropriated His cleansing afterwards to avoid unnecessary Father’s delegated authority. This high backlashes from the enemy. Such prayer calling is ours as well. We too have this is also advisable whenever we visit or have power and authority delegated to us for visitors of other convictions in our home. our own protection and for the healing No one but the Holy Spirit should reign and deliverance of others (Luke 10:19; in our lives and homes. Eph. 3:14-21). A Muslim mother once brought me her Team Viability five-year-old daughter, who had been suf- fering from nightly suffocation attacks for “The essence of a team is common weeks. Many doctors had checked the commitment to a mutually agreed goal for child thoroughly, pumping her full of anti- which it holds itself responsible” (Jones biotics and painkillers, but without any & Jones, 1995, p. 18). Clearly defined goals improvement. The mother related to me stemming from a clear purpose statement the sad story of her life and pregnancy and provide direction and motivation for min- of the little girl’s childhood. When she was istry overseas. However, they do not lessen three months pregnant, her husband was the challenges of living and working with killed by a missile while he was waiting Christians from different cultures and de- for a bus. She lost all hope and consid- nominations, as illustrated by the fre- ered terminating her pregnancy but even- quently-heard statement, “Culture shock tually decided against having an abortion. is nothing compared with the challenge When the baby was born, the child was of working together in an international well received and loved by all. Christian team.” Or even a mono-national team! From my experience, there are three supporting expatriate women 429 main reasons for this interpersonal ten- again to this deception. We forget that our sion: expectations, past experience, and battle is not against people, whether Chris- disunity. tians or Muslims, but against the spiritual forces of evil in the heavenly realms. Non- Expectations believers watch us, wondering just how We are prepared to encounter a new real and how powerful this new life about culture that will be different. However, we which we talk is. We must remember how often do not anticipate the need to adjust the Lord Himself urged us to love one an- to our Christian teammates, and we find other and to live in unity, so that the world ourselves surprised, if not annoyed, by the will know that we are His disciples (John way they live and work. Working relation- 13:35; 17:23). ships need to be developed, and they re- A vital aspect of teamwork is preven- quire both grace and tolerance in their tive member care. Those who are gifted formation. Pre-field training to develop listeners, empathetic and hospitable, have cross-cultural awareness among team an important ministry role within the members, as well as regular team-build- team. Corporate worship and prayer are ing exercises on the field, can ease the fric- also crucial parts of preventive member tion. care in which all can participate. These are powerful weapons against friction, dis- Past Experience couragement, and culture shock, putting “Team life, at both the conscious and the Lord and the issues around us into unconscious levels, stirs up many associa- proper perspective. Praying as a group tions with one’s family of origin” (O’Don- focuses us heavenwards, not on our prob- nell, 1992, p. 188). Unresolved traumas lems. It releases a special anointing from and hurts from the past (see above) can which new strength, direction, unity, and cause us to transfer bad feelings toward equipping flow. individuals in our pasts to our current co- Our team began each working day as a workers who resemble them in some way. group with an hour of worship, which in- This can greatly affect our ability to build cluded prayer, music, a short devotional relationships and be gracious to those who thought, and ample time for intercession think and act differently, and it can lead for our staff and projects, local friends, to unpleasant conflicts. team, personal issues, and current world affairs. This time helped us stay focused Disunity on our purpose and sensitive to one an- Satan is the main opponent of any other. We prayed for urgent needs and Christian work. He defends his territory formed a prayer cover for those who were by any means he can, preventing those in struggling with issues like fatigue, illness, darkness from hearing the good news. culture, family problems, etc. This very What better way than by disarming the effective tool for team unity provides both Lord’s spiritual messengers? He does this preventive and practical member care. through the sowing of disunity, which destroys their testimony and makes their Covering for witness ineffective. Satan’s divisive work Female Workers finds expression in pride, conflict, slan- There is a particular team responsibil- der, cultural intolerance, and dissatisfac- ity to cover female co-workers in prayer. tion with the team and with leadership. In the Muslim world, women, more often He also finds his way into team life than men, are a target in terms of isola- through competition and through dis- tion, loneliness, abuse, and spiritual heavi- agreement concerning forms of worship ness (van Dalen, 2000). In the same way and strategies for evangelism. Unfortu- that Christ is the head of the church and nately, our humanity falls prey again and 430 doing member care well the husband is the head of the wife (Eph. poor share from the little they have, some- 5:23), we felt an obligation for the men in times running into debt in order to enter- the team to be a shield for the women tain their guests. Things happen when (both married and single). Occasionally, they happen, not according to a planned the men would symbolically form a circle schedule. This may require a significant around the women and cover them with adjustment in one’s attitude toward work. prayer and blessings. At other times, when It took me some time to learn to accept one of the women had been sexually of- this cultural way of being. At the end of fended by touch or word, provided she the day, nothing was done from my to-do was willing, I would debrief her and would list, but I had served many cups of tea, pray for cleansing and deliverance, in or- fed beggars, given medicine to the sick, der to prevent roots of bitterness from listened to painful life-stories, and been growing. able to pray for those without hope. I Single women, without a spouse to needed to adjust my cultural value system share joys and frustrations, need special to accommodate that of the country in support from the team. It is helpful if which I served, in order to grow into a singles live together, but there is also a new role and identity. deep need to be part of a family, especially Whereas men tend to continue work in the Muslim culture, which is totally fam- in their professional fields overseas, ily defined. A vivid example of team sup- women often do not, which affects their port occurred when one of our single sense of worth and value. Women, mar- teachers was struggling with a difficult situ- ried or unmarried, with or without chil- ation at an international school. Strained dren, all need to adapt to a new set of relationships between parents and teach- expectations, which have their own chal- ers added to an already tense atmosphere, lenges and pressures. Feelings of loneli- due to incidences of student injury and ness and isolation are often the result of parental complaints. Some of our team the restricted lifestyle women have to lead. went one evening and worshiped in every Courage and energy are needed to leave classroom of the school building, praying the safe home, to overcome language bar- for each child and teacher by name and riers, and to cope with intimidation. binding every force that was not of God. The subsequent change of atmosphere Physical Exercise was obvious, inspiring unsolicited com- One common problem for female ments on the positive and joyful spirit workers is lack of physical exercise. Both around school. There is a tremendous the culture and the pollution in the cities potential in team ministry, but unfortu- restrict outside sports, even going for nately it is often under-utilized. When we walks. Because exercise plays a vital part are unaware of reasons for tensions in our in our psychological well-being, as well as teams, we tend to invest our energies in helping us stay in shape, we need to be the wrong places, thus missing out on the creative in finding avenues for exercise, blessings the Lord has for our team and such as aerobics at home. Other options, its ministry. such as tennis or swimming, can be very limited, except where there is an interna- New Roles, Identity, tional hotel close by. and Lifestyle Mothers With Small Children People and Events Mothers with small children are even The Muslim world generally is focused more confined to their homes. Since chil- on people and events, not time or work. dren are very prestigious and are greatly People visit whenever they have time, and loved in Muslim cultures, though, they can they are very hospitable. Even the very be great bridge-builders as mothers seek supporting expatriate women 431 to reach out to their neighbors. Children be very rewarding, since they are indepen- also generally have fewer inhibitions than dent and enjoy more freedom in sharing adults in adapting to new surroundings their lives with local families. A develop- and a new language. ing courtship can be difficult to handle be- cause of the cultural restrictions. Families Schooling need to open their homes to courting An area of great concern for parents couples, so that they can date without can be the schooling of their children. If harming their reputations. local schooling is not possible, home schooling or boarding school are the only Women Who Work alternatives. Separation can be very diffi- Women who work outside the home cult for both parents and children, neces- may not battle with loneliness so much as sitating lots of support from both the field with frustrations and limitations due to and the home base. culture, bureaucracy, or corruption. For example, a doctor or a nurse will find it Married Couples difficult, when treating a local newborn, Married couples need to know how to to persuade the mother to refrain from maintain a healthy and loving partnership applying charcoal to the baby’s eyelids in a culture where the sexes are separated (the traditional way to protect the child and where showing affection in public is from the evil eye). It can be difficult to unacceptable. It is therefore of great im- persuade the parent of a child with diar- portance to have a comfortable home rhea to give her lots of fluids rather than where couples can feel secure and enjoy high doses of antibiotics. Or the office total privacy. Regular dates with each work might suffer, because the manager other, away from guests and work, should left without notice to attend to family be scheduled. matters. Expatriate Men Adjusting to Transitions There is a tendency for some expatri- In our new place of ministry, we are ate men to begin unconsciously to identify exposed to many cultural differences— with the Muslim cultural idea of manhood. changes in professional roles, tasks, and They may exhibit more macho behavior, social networks. The series of reactions such as walking in front of their wives, and feelings triggered by change has the helping less around the house or with the potential to undermine our sense of iden- children, and being predominantly in tity and security. A diagram that helps us male company. This behavior can be quite understand this process is the Transition annoying, especially for wives. It needs to Curve, developed by Adams, Hayes, and be addressed and brought to their aware- Hopson (1977). The curve is divided into ness before it causes conflict. two phases, a reactive phase, where we grieve the past, and a proactive phase, Single Women where we create the future (see Figure 1). Single women feel the restrictions of The following is my adaptation and appli- the culture even more than married cation of this diagram to the situation of women do. Additionally, they are under missionaries going abroad for ministry. constant pressure from well-meaning lo- Initially, we go through a time of fasci- cal friends who question their singleness nation (tourist-type experience), during and make them feel incomplete. (Married which we are excited about the new chal- women without children are under the lenges. This phase lasts until we enter cul- same type of scrutiny.) On the other hand, ture shock, when the transition really if singles are sure of their calling and have begins. A move out of the known and into a resilient personality, their ministry can the unknown means leaving home, fam- 432 doing member care well

Figure 1 Transition Curve Tourist Phase

Confidence 7 Self-Worth 1 Reactive Proactive Phase Phase Culture Shock 2 6

3 5

Beginning 4 Time of Transition

ily, friends, and job and entering into a cess, we take more initiative and regain new country, a new culture, and new re- our ability to respond as a result of values sponsibilities. Culture shock can stretch rather than as a result of feelings/reactions. us to the point of immobilization, as we A typical example of the adjustment struggle with language acquisition, dress process is a mother with young children. code, isolation, loneliness for family and She leaves not only her own family and friends, and coping with negative aspects friends behind, but also her children’s of the culture. It can shake our confidence friends, which she has to replace in the and cause us to question our self-worth. beginning. The many new challenges of In this reactive phase, we move from a learning the language, adjusting to a new sense of being overwhelmed (1), to de- diet and climate, sicknesses, and trying to nial (2), where we minimize the change make new friends can totally overwhelm through a kind of temporary retreat. and immobilize her. If not helped, she will The next step is marked by feelings of withdraw to focus on her own home, re- frustration and being out of control (3). pressing feelings of anger and frustration. We question everything and feel trapped Everything seems to be threatening, too and angry. We finally hit bottom, where much, too difficult. After a good look at we start to let go and accept reality (4). the situation, encouraging letters from This step involves the process of disengag- friends, support from team members on ing from what we left behind. People in the field, and some time of adaptation and the reactive phase are intensely affected routine, things start to improve. There are by their physical and social environment little successes in using the language, she and are driven by feelings. can recognize the positive side of the host Then begins the slow process of pro- culture, she starts making friends, and she active adaptation, where we become more engages more and more in responsibili- involved and try out new things (5). We ties outside the home and in the spiritual begin to make progress in learning the battle. Once she is able to engage herself language, build friendships, put some and call this new place “home,” she has roots down, and cut ourselves loose from taken a big step in the adjustment pro- home ties. At the next step, we start to cess. Unfortunately, some people return conceptualize, reflect, and evaluate the home prematurely, without pressing on change (6). Finally, we internalize and and experiencing the rewarding break- more freely accept the process of change, through, when we come out of the dark and stability returns (7). During this pro- valley and start putting roots down. supporting expatriate women 433

In our individual uniqueness and com- settings? List at least three practical sug- plexity, we seldom move neatly from phase gestions. to phase, but it helps to understand that 4. How have you worked through past what we experience is not uncommon and unresolved areas in your own life? How that it can take a year and often longer to could you get help for any areas that con- adjust fully. It is important to stress that tinue to bother you? any change has the potential for growth. 5. What role do you see for spiritual By embracing the challenges and making warfare and using the authority of Christ them into our opportunities, we are in your ministry? What are your experi- strengthened rather than defeated. ences?

Conclusion References

Women missionaries play a vital role Adams, J., Hayes, J., & Hopson, B. (1977). Tran- in bringing the good news to the female sition: Understanding and managing per- population in Muslim nations. Exercising sonal change. Leeds, UK: University of that ambassadorship poses formidable Leeds. challenges that require careful preparation Adiwardana, M. (1997). Formal and non-formal and circumspect living. Half the battle is pre-field training: Perspective of the new won when we are willing to examine our- sending countries. In W. Taylor (Ed.), Too selves thoroughly and with absolute hon- valuable to lose: Exploring the causes and esty, scrutinizing our motives; acquire cures of missionary attrition (pp. 207- 215). Pasadena, CA: William Carey Library. training in field-related subjects such as Islam, local culture, and spiritual warfare; Brierley, P. (1997). Missionary attrition: The ReMAP research project. In W. Taylor (Ed.), and submit to any needed counseling be- Too valuable to lose: Exploring the causes fore departing from the home country. and cures of missionary attrition (pp. 85- A good support system, a personal desire 103). Pasadena, CA: William Carey Library. for spiritual growth, team-mindedness, Ekström, B. (1997). The selection process and servant-heartedness, alertness to specific the issue of attrition: Perspective of the new cultural and spiritual realities, and a com- sending countries. In W. Taylor (Ed.), Too mitted walk in the Lord’s authority and valuable to lose: Exploring the causes and love determine effectiveness and long- cures of missionary attrition (pp. 183- term survival in a challenging ministry 193). Pasadena, CA: William Carey Library. situation. Transition is not easy, but it is Elliot, E. (1999, August). Interview with R. G. manageable and enriching for our iden- Shubin: Strength in the face of adversity. tity and growth, and it helps to make min- Mission Frontiers, pp. 20-22. istry overseas a rewarding experience and Jones, G., & Jones, R. (1995). Teamwork. Lon- a wonderful testimony to others. don, UK: Scripture Union. O’Donnell, K. (1992). Tools for team viability. Reflection and Discussion In K. O’Donnell (Ed.), Missionary care: Counting the cost for world evangeliza- 1. What are the main stress areas that tion. Pasadena, CA: William Carey Library. affect female Christian workers in the Pickthall, M. (1988). Holy Quran (English Muslim world? How can you relate to them Translation). Karachi, Pakistan: Taj Com- from your own experience? pany Ltd. 2. Why and how do women need spe- van Dalen, E. (2000, October). Raising radiant cial “covering” and support in a team? daughters in dark places. Interact, 9, 6-13. 3. What can sending organizations do Women of the Harvest. (2000, September). to better prepare and care for their female Earning your mastering adjustment degree. personnel who are working in Muslim Online magazine article. (Available from: www.womenoftheharvest.com) 434 doing member care well

Recommendations ———. (1985). Healing the wounded spirit. for Further Reading South Plainfield, NJ: Bridge Publishing. Prayer Islam Jacobs, C. (1993). Possessing the gates of the Geisler, L., & Saleeb, A. (1993). Answering enemy: An intercessionary prayer manual. Islam: The crescent in the light of the cross. London, UK: Marshall Pickering. Grand Rapids, MI: Baker Books. Sheets, D. (1996). Intercessory prayer: How Glaser, I., & John, N. (1998). Partners or pris- God can use your prayers to move heaven oners? Christians thinking about women and earth. Ventura, CA: Regal Books. and Islam. Cumbria, UK: Solway. Wagner, C. P. (1992). Warfare prayer. Tun- Love, F., & Eckheart, J. (Eds.). (2000). Minis- bridge Wells, UK: Monarch Publications. try to Muslim women: Longing to call them sisters. Pasadena, CA: William Carey Library. Mallouhi, C. (1994). Miniskirts, mothers, and Muslims. Carlisle, UK: Spear Publications. Musk, B. (1989). The unseen face of Islam: Sharing the gospel with ordinary Muslims. Eastbourne, UK: MARC. ———. (1992). Passionate believing: The “fun- damentalist” face of Islam. Harpenden, UK: MARC. ———. (1995). Touching the soul of Islam: Sharing the gospel in Muslim cultures. Crowborough, UK: MARC. Otis, G., Jr. (1991). The last of the giants: Lift- Annemie Grosshauser is German and ing the veil on Islam and the end times. trained as a psychologist. She is married to Tarrytown, NY: Chosen Books. Toni, a medical doctor and the International Stacey, V. (1995). Women in Islam. London, UK: Director of ORA International. Together, they Interserve. have been running Christian humanitarian aid and refugee work in East Africa and Cen- Help and Inner Healing tral Asia for the last 18 years. During this time, Annemie has worked as a counselor minis- Anderson, N. (1990). The bondage breaker. tering to expatriate women and teams, as well Harpenden, UK: Monarch Publications. as to traumatized local people. Currently Foyle, M. (2001). Honourably wounded: Stress based back in Germany, Annemie travels to among Christian workers. London, UK: teach and consult within the international Monarch Books. missions/member care community. She and O’Donnell, K., & O’Donnell, M. (Eds.). (1988). Toni have four children, ages 18-23. Email: Helping missionaries grow. Pasadena, CA: [email protected]. William Carey Library. Special thanks to Adalee Lewis from Roembke, L. (2000). Building credible multi- Wycliffe for her revision of this article and her cultural teams. Pasadena, CA: William helpful suggestions. Carey Library. Sandford, J., & Sandford, P. (1982). The trans- formation of the inner man. Tulsa, OK: Victory House. 42

R W O K C A E T R N LIS E C I A T CA PE R S E DE R C N A R E E S C LF AR E E S MASTER -----M -----

E U CARE R T U A A L C A Mindset And Department Bruce For Member Care Swanson

I oversee a member care department for a large North Member care American mission organization, and I can dedicate most of is a core value my working time to personnel issues. What a blessing! But how can I write about member care and missions and make that we build it helpful to the vast majority of mission situations around into our hearts and the world? Most agencies operate with fewer resources than my organization and I have available. In addition, many into our organizations. churches worldwide send workers directly, without using It is a way of thinking mission agencies. Very few churches are large enough or wealthy enough to feel that they have adequate resources and a way of being. to designate a person or department solely for member This chapter offers care. The solution to my dilemma will be to focus on devel- many practical oping a “member care mindset,” rather than focusing solely suggestions on how to form a member care department. A member care mindset, when it exists, permeates the whole organi- for cultivating zation. It shapes the policies, structures, and working style the type of of the agency or church. Member care must be woven into the very fabric of day-to-day operations rather than “depart- attitudes (mindset) mentalized.” Cross-cultural workers are not just sent; they and programs are also prepared and preserved for effective service, and when necessary, they are restored. (departments) In this chapter, I will examine some member care prin- necessary to support ciples and dynamics that I believe are relevant for most sending organizations. I will apply them to situations where our mission personnel member care departments are a possibility, as well as to adequately. situations where such departments remain a distant dream. In truth, the goal of a “member care mindset” must capti- vate every church or agency, no matter how big or resource- rich it is. Member care must be part of everyone’s thinking. It must not be relegated to one or two full-time people in a department on the fringe of day-to-day operations. Nor must

435 436 doing member care well it be considered a nice option to include, and loved by God Himself. Mission lead- if one can afford it. A member care mindset ers must treat workers as God’s creation— will help member care take its proper as His children and as His servants, not place as a core component of doing mis- theirs. sions. Pragmatic Considerations Why Is Member Care If we are to accomplish the task Christ So Important? left for us to do, we must be good stew- ards of the resources God has chosen to Understood in this full sense, member work through—people! The business care, or preferably for me, “personnel de- world in Europe, North America, and be- velopment,” is important for both theo- yond has many examples that show how logical and pragmatic reasons. caring for employees is important for the Theological Basis company’s survival and success. Those of us in missions can learn from their expe- Doing member care reflects God’s rience. heart and kingdom values. All through the The cost of not doing member care is Bible, God challenged and stretched His revealed when a worker “crashes and people. He keenly desired their develop- burns.” There is the human suffering of ment into all they could be, to His honor the worker, his/her family, and colleagues. and glory. Abraham, Joseph, Moses, David, Lower morale sets in when workers per- and Jesus’ disciples were never allowed ceive they are valued only for their work, to settle into their comfort zones. They not for their person. There is lost cred- were always being challenged to grow and ibility with people of the host country and mature. with donors back home. Huge amounts At the same time, God provided rest, of money are expended in salary, start-up encouragement, and restoration for His costs, training, and repatriation. The quiet people. A few examples are the principle cost of not doing member care is revealed of Sabbath rest, His care of Elijah in the when a worker limps along, joyless, pow- wilderness (1 Kings 19:1-9), Jesus pulling erless, and ineffective. His disciples out of their hectic pace for In sum, a member care mindset should rest (Mark 6:30-32), and John Mark’s res- be at the core of doing missions, because toration to mission service through Bar- it mirrors God’s values and because it nabas. In every New Testament epistle, helps us accomplish the task. Jesus’ followers are commanded to en- courage and build each other up. Why Is Member Care It follows that as leaders of God’s king- Such a Challenge? dom workers, we should treat them as God does. We must not coddle them—that If member care is so crucial to missions, usually is not a problem! We must also be why does it often seem to be an after- zealous for their growth, for their preser- thought? What are the barriers to devel- vation, and for their restoration when oping a member care mindset? Let’s look wounded or fallen. How can we do king- at three obstacles that strike me as signifi- dom work without reflecting kingdom cant. values and ethos? Jesus’ Great Commis- sion should be carried out in the spirit of Task Over People his Great Commandment—by loving one First, I believe the Western church has another. been subverted, in part, by its culture. The Kingdom workers are not just pieces Western world is materialistic and task on a cosmic chessboard. They are individu- oriented. People tend to be ignored. What als created in God’s image, highly valued, matters is that the job gets done. Western a mindset and department for member care 437 churches and mission organizations have ones. We now have the information to un- tended to do missions the same way. The derstand how much leaders in missions task must be accomplished—all the more can “do about it.” The very existence of because it is a divinely ordered task. Un- this book and the growing movement in fortunately, the people doing the task have member care bear witness to the fact that not always been a priority. Those of us who the “critical mass” of knowledge has been are mission and church leaders would accumulated. Now, the issue is putting never affirm such a thing consciously, but knowledge into practice. our decisions, policies, and structures too often reveal such a mindset. Great Need and It appears that this mindset has been Limited Resources too effectively modeled to the churches A third barrier comes from a combina- of Newer Sending Countries (NSCs) and tion of infinite need and limited resources. that they are beginning to repeat the same The physical and spiritual needs of the mistakes. For example, workers all over world are so great and the resources so the world are sent out without adequate limited that we can feel compelled to pour contingency funds and without provisions all our money and person-power into ac- for regular or yearly Sabbath rest. They are complishing the task, neglecting the work- allowed to neglect their families and their ers. own spiritual and physical health, to do We could liken the situation to that of what sometimes amounts to three full- a rural evangelist who uses an old scooter time jobs. These few examples could be to get from village to village to preach the multiplied many times over. gospel and treat the sick. If he has only enough money either to buy gas and medi- Lack of Information cines or to replace a worn, crumbling tire, and Understanding how can he not get the gas and medicines? A second barrier has simply been a lack People are dying without the Lord, and of information and understanding. I grew the tire can always be stretched a bit fur- up immersed in the post-World War II mis- ther … and a bit further, until one day the sions emphasis in Evangelical churches of tire ruptures when the worker tries to go North America. My home church lived and down a steep path. Then the tire must be breathed cross-cultural missions. I heard attended to—as well as the evangelist’s the stories and read the books. What a leg, broken in the crash. In the long run, heritage! Upon reflection, I now realize the work suffers much more, and so does that we all considered missions to be the worker. But in the press of the day-to- something hard and demanding, and we day need, it can be very hard to discipline believed that the workers just had to tough oneself to look beyond immediate needs. it out. The hardy, good workers hung in In missions, the choices can be hard there; the weaker ones did not. That is ones. Is money spent on training workers just the way it was, and there was not or on feeding orphans? Do workers receive much to do about it. enough salary to take breaks away from Those perceptions I absorbed as a child the work, or is their support stripped to contain a lot of truth. Mission work is the bare minimum so the association of hard, extremely hard at times. To a large churches can send out another family? The degree, workers need to hang on and ongoing needs and compelling task lure tough it out, honoring their duty to the us to “keep putting gas into the scooter,” Lord’s call. However—and this is a huge thereby putting the welfare of the work- however—the vast majority of good, hardy ers and the work itself at risk. workers will wear out if they are not de- It’s fairly easy for me, a member of an veloped and cared for, not just the “weak” Older Sending Country (OSC), to point 438 doing member care well out the danger of focusing on immediate “simply” to serve the Father with their best ministry needs and neglecting the worker. effort, pacing themselves for many years My country is so rich! It’s easier to put re- of service. sources into both gas and medicine and new tires for the scooter. How much How Does One Begin? greater is the pressure for many in the NSCs, where resources are more scarce! Let us assume that you are already con- Organizations and churches in OSCs and vinced that member care should be a cen- NSCs can both pursue creative sources of tral part of your church’s, association’s, funds and exhort believers to sacrifice. But or agency’s strategy for doing missions. eventually, the infinite need will put all of Let us also assume that you are in the mi- us in the same tension of having to choose nority—that most of the decision makers between “more gas and medicine or a new in your organization either do not see or tire.” do not prioritize the importance of devel- Jesus provides the example we need oping and caring for their personnel on to escape the dilemma. In the early chap- the field or in the home office. How can ters of Mark, we see Him resisting being you begin to influence your organization swallowed up by the insatiable, legitimate with a member care mindset? (If your needs of the masses. Make no mistake church or agency already is committed to about it—Jesus kept quite busy preaching member care, these same principles can the gospel, healing the sick, and deliver- be followed. It will just be easier to use ing the demonized. But He refused to let them.)
the unending need keep Him from follow- Pray and study the Scriptures to ing His Father’s agenda. He left behind better appreciate God’s heart for the de- needy folk to go to other villages to heal velopment and care of His servants. Let and preach. He took breaks in order to the certainty grow in your own heart that refresh Himself spiritually and physically. this is a core issue for missions.
He followed the divine blueprint for His Dialogue with your colleagues and ministry. Jesus also shows us how to keep with the leaders of your church, associa- the need around us from robbing us of tion, or agency. Your convictions, biblical peace or joy. Jesus radiated life and joy. rationale, and pragmatic arguments can He regularly went to social events and be compelling and can help others re- “parties”—He was even accused of being think the Great Commission in the light a glutton and a drunkard (Matt. 11:19). of the Great Commandment. On the other Jesus was motivated to do the Father’s will, hand, hearing your leaders’ hearts and the not to meet every need and opportunity weighty issues they face can help you un- for ministry around Him (John 4:34; Mark derstand the dilemmas they struggle with 1:28-38). and keep a balanced view of the issues. Kingdom workers today need to follow Let them know of your heart for the lost the example of Jesus, and their leaders and the ministry too!
must pave the way for them. In my visits In partnership with your leaders, with workers around the world, I have seek to educate your church or associa- noticed that those who are most effective tion of churches about the need to make have learned how to relax in and enjoy member care a part of missions. The task good things about their local culture. They of developing and caring for workers re- work hard for the kingdom, but they also quires additional resources, and the take time to enjoy life and the people God churches which actually send the work- has put around them. Effective workers ers need to be willing to spend the time, have also come to peace with the fact that energy, and money that will be needed.
they will never be able to meet all the Preserve your relationship with any- needs around them. They are content one with whom you disagree. The Holy a mindset and department for member care 439

Spirit will better steer you all to God’s will
“Informal efforts” can include body if you are united rather than divided. Lead- life principles from the New Testament, a ership in missions is a spiritual endeavor church sending a tape of a service or the and must be treated as such. Brazilian football championship, a worker watching another’s children for an eve- Foundational Issues ning, taking a regular day off, etc.
“Developing” can involve training, Here are some of the basic issues that mentoring, helping someone learn to your church, association, or agency should cook with new ingredients, personal think through in order to develop a co- growth through difficulties, etc. herent strategy. They should help you
“Preserving” can involve vacation make the development and care of king- policy, health insurance, coaching on dom workers a central part of doing mis- stress management, evacuation for medi- sions, whether it be through a department cal reasons or civil unrest, etc. or “simply” in day-to-day operations.
“Restoring” can involve counseling, What Are We Trying church internships, rest at a home church to Accomplish? or retreat center, a church setting up a fur- lough apartment for a returning worker, Many times, it can be helpful to write etc. out a vision statement that describes the
“Effective service” is the goal of de- results of personnel development/mem- veloping and caring for workers. Member ber care. My own vision statement for my care must be the servant of the church’s, department reads: “The Missionary Devel- association’s, or agency’s goal to extend opment Department envisions a corps of the kingdom. Of course, accomplishing well-prepared, hardy, CBInternational the task must be done in accordance with workers who evidence personal growth kingdom values. and increasing kingdom impact, being ener- A clear definition of personnel devel- gized by spiritual power; balanced living; opment/member care will help an asso- organizational structures; and growing re- ciation or church weave such care into the lationships with God, family, colleagues, fabric of its day-to-day operations. It will and supporters.” A clear picture of the goal also help a member care department, if is the first step to reaching it. During all created, to focus its efforts and integrate subsequent steps, you must always evalu- them into the rest of the organization’s ate your options and decisions in the light activities. of your vision statement. Seek to organize your efforts Exactly what is personnel through conceptual models development or member care? The needs and possibilities in doing There are no limits to what can be done member care can seem limitless. Helpful in this arena; one can always do more. A models can make it easier to organize clear definition of member care helps a one’s approach and avoid chaos. Again, member care department or an organiza- let me offer what my department does as tion draw the needed boundaries. My own an illustration. definition of member care involves the The flow of a worker’s life can be “formal and informal efforts to develop, understood in terms of developmental preserve, and restore kingdom workers for phases of a personal or family life cycle, effective service.” with common challenges or developmen-
“Formal efforts” can include work- tal tasks (McGoldrick & Carter, 1982). For shops, medical check-ups, study leave, example, a married person’s life cycle can regular ministry reviews, pastoral visits on be organized into single young adult, the field, etc. newly married, young children, launching 440 doing member care well children, etc. Each phase presents the in- efforts at five arenas of an individual’s life. dividual with fairly common tasks to mas- The lower arenas are the most important, ter: adapting to a partner, adapting to and each subsequent arena builds on the children, learning to relate to your chil- previous ones. This model helps us pri- dren as adults, etc. Member care can an- oritize initiatives and helps us avoid ignor- ticipate these challenges and help a ing foundational matters such as spiritual worker meet them, including the unique formation. complications generated by experiencing To illustrate the relationship between the life cycle in cross-cultural ministry. these areas, consider a worker who is a The flow of a worker’s career can be great preacher in his passport country. broken down into a similar life cycle and That important ministry skill will be of lim- phases—for example, being set apart for ited impact if the preacher does not learn service, raising support, first-term lan- the new language and know how to con- guage learning and cultural adaptation, nect at a heart level in the new culture. returning to the home country, etc. (O’Don- His ministry skill depends on integrating nell, 1987). Each phase has its fairly com- cross-culturally. If the preacher integrates mon tasks to accomplish. Member care can well and preaches effectively in the new anticipate those tasks, as well as prepare culture, his impact will be limited if he the worker for them. continually offends mission colleagues Member care can also anticipate the and nationals. His ability to live in com- unique challenges presented by the inter- munity ends up being more foundational section of these two life cycles (Swanson, than both skills and cross-cultural integra- 1993). Here are two examples: The chal- tion. But, like this preacher, all workers lenges of language learning will be differ- cross cultures with blind spots and weak- ent for a couple with young children and nesses. So, even more important is the for an older couple with no children at worker’s willingness to be humble, to rec- home. Also, being overseas accentuates ognize his need to learn, and to pursue the pressures a middle-aged couple can personal growth. Otherwise, he will be feel as their parents grow older and as stuck in weaknesses that will limit his im- their children enter adult life back in their pact. Finally, even if the preacher success- passport country. fully adapts culturally, graciously lives in In my department, we seek to organize community, and grows as a person, if he our efforts according to the diagram be- neglects his relationship with God, he will low. Based on research (Kayser, 1994; be attempting to do everything in his own Sikkema & Niyekawa, 1987), we target our power. He will not last, nor will his he- roic efforts have the spiritual impact they could have if he was keeping fresh spiri- Figure 1 tually. Thus, spiritual formation forms the Arenas of Missionary Life foundation for all else. Developing Ministry Skills Member Care Well Cross-Cultural Integration Whether a member care mindset is woven into the existing structures of your Community Living church or organization or whether it is promoted through a distinct member care Personal Growth department, some basic principles can Spiritual Formation help you do member care well. a mindset and department for member care 441

Anticipate What It field personnel. Not having face-to-face Will Take to Succeed contact can make it easy for all parties to misunderstand each other’s decisions and Here are some personal observations motives, jump to conclusions, and begin regarding what is needed to succeed in to second-guess each other. Acknowledge member care, gleaned from my own ex- this dynamic, and plan for it. perience and from talking with colleagues
Seek to model and teach a healthy in member care. strategy for dealing with a disagreement. Personal characteristics For example, suspend judgment, assume of the member care there is information you do not know, and advocate/facilitator ask a couple more questions to get clarifi-
Conscious dependence on God and cation.
a commitment to personal spiritual health. Keep in touch through regular com-
Humility and a servant attitude. munication and encouragement, not just Someone with a member care mindset when there is “business” to take care of.
seeks to help others succeed. She/he is Do everything possible to increase happy to see her/his fruit produced on face-to-face contact between leadership others’ trees. This attitude mirrors that of and field personnel. Christ—He places His fruit on our branches Active networking as we abide in Him (John 15). with others devoted
Willingness to try new initiatives to member care and take risks.
Compare notes with others who Mutual trust and cooperation are involved in member care, exchange between organizational ideas, and encourage each other in the leaders or departments process. Do this with others both within
If a member care department exists, and outside your organization, region, and to be effective it must build relationships discipline. and trust with the other parts of the orga- Establish Ground Rules nization. Only then will it be allowed to for Promoting Member Care influence decisions and gain access to needed resources to accomplish the goals Wise principles are like a good road of member care. map to guide us as we develop member
If member care is to be woven into care in our churches or organizations. a church’s or smaller organization’s exist- Here are some of the principles to which ing structures, each decision maker must I hold: be willing to share information and be a 1. Scripture must be foundational for team player with the others. For example, all that you seek to build into the life of if someone in an organization wants to the organization and into the lives of its send a pastor out to encourage the work- workers (2 Tim. 3:16). ers, schedules must be coordinated, funds 2. Make member care developmental, raised and disbursed, and permission not just for “putting out fires.” Even a cri- granted for workers and the pastor to take sis can be an opportunity to draw indi- “time off ” for the visit. viduals, teams, and the whole organization or church to greater growth. For example, Credibility with if national church leadership communi- field personnel cates to the mission leadership that it can
All entities that send workers far no longer cooperate with a certain worker, away face the constant erosion of trust due two approaches can be taken. A “fire- to the distance that separates leaders from fighter” approach would merely try to solve the problem, perhaps by convincing 442 doing member care well the worker to apologize to the leaders. A permission to be human and rest? Con- developmental approach will dig deeper sider the person’s family of origin. Did the into the situation and take the time to iso- parents show love only when the children late the attitudes and behaviors (habitual, met their standards? situational, cultural, or sinful) that gener- 7. Preserve the dignity and responsi- ated the breakdown in relationship. Such bility of the worker. an approach will help the worker under-
The worker’s well-being, ultimately, stand those factors and seek to do his or is his or her own responsibility. The church her part to grow past them. It will, on the or agency should help the worker fulfill basis of that growth, seek reconciliation that responsibility and certainly should between the worker and national leader- not get in the way. Neither should the ship and, hopefully, will see a stronger mission leadership take that responsibil- partnership established. A developmental ity from the worker and make him/her de- approach requires a lot more effort, but pendent. it yields deeper results for the worker and
Confidentiality needs to be carefully for the kingdom. defined. How will personal or negative 3. Understand that obedience to God information about a worker be handled? and service for His kingdom bring hard- How is such information stored in the per- ship and suffering, without exception sonnel or member care department? Who (2 Cor. 4:11-12). The goal of member care will be told, and who has access? How will is not that workers will experience mini- trust and a sense of emotional safety be mal difficulties. The goal is that they will preserved? be continually molded into the likeness
Normally, do not let issues slide by. of Christ and will serve effectively as they If danger signs surface in a worker’s life face a manageable amount of difficulties. or family, lovingly bring the matter up. Not 4. Godly character and living are more to do so shirks a biblical responsibility and important than being busy for God. Note plays “Russian roulette” with the well- that the New Testament qualifications for being of the worker, his/her family, and church leadership focus almost exclusively ministry. For example, let’s suppose that, on character qualities, not ministry skills when staying with a worker’s family, a vis- (1 Tim. 3; Titus 1). iting pastor notices that the husband and 5. Decentralize member care. Do not wife argue a lot and seem distant from make it all begin with or flow through one each other. It would be easy not to ask department or through the home struc- about how they are doing and avoid what tures. That will only stifle it. The “holy might be a difficult discussion. But the grail” of member care is workers meeting danger sign should not be ignored. For their needs through each other (Rom. 12; the sake of the couple, their family, and 1 Cor. 12), through their adopted com- their kingdom work, they need to be lov- munities, and through their supporters, ingly led to explore and work on the mat- with help from their mission leaders. ter. 6. Think in terms of systems; do not focus only on one person or facet of a Involve the Workers’ problem. For example, if a worker is burn- Sending Churches ing out through overwork, don’t just fo- Mission thinkers are recognizing that cus on the worker and convince him/her the local church is a key arena where a to take Sabbath rests or relax. Consider kingdom worker is shaped for service the team with whom the person works. (Girón, 1997). Mission agencies and asso- Does it promote a culture of overwork? ciations of churches need to give the send- Consider the host culture. Does it reward ing church a central place in the process workaholics? Consider church or agency of development and care. Hopefully, the policies and subtle attitudes. Do they give church is ready to assume its key role. If a mindset and department for member care 443 not, leaders of the mission enterprise will
Take time to build trust and rela- do well to help educate the churches they tionships with the key people whose serve about the churches’ role in member support you need. Ideas new to your or- care. Here are some principles to help ganization cannot stand on their own mission leaders partner with churches: merit, because they are untested in your
Screen for a candidate’s spiritual context. They will need to stand on the grounding and maturity in his/her send- strength of others’ trust in you—in your ing church. If the candidate does not have integrity and competence. such a church community, beware!
Consider the scope of issues that
Partner with the church to continue member care can influence, and choose the worker’s growth during the pre-field an area that will meet a keenly felt need process and on-field ministry. For ex- among your church’s, association’s, or ample, at CBInternational, we direct new agency’s workers and leaders. There are workers to link up with mentors in their many possibilities: training in language sending churches, and we coach them learning; teaching about culture; edu- about how to do that. cation of children; orientation to the or-
Encourage a church and worker to ganization; training in raising support; build a deep, safe relationship so that as influencing policies about vacation, salary, the worker encounters struggles and cri- insurance, and emergencies; restoration ses, he/she has a safe place to debrief and strategies for the tired or wounded; retire- to seek prayer and emotional support. ment planning, and so on. You must care-
Encourage the church to give active fully choose an initiative that will meet a encouragement to their worker via letters, felt need, be fairly easy to do, and will yield emails, phone calls, visits, acts of kindness, results fairly quickly. An early success will etc., according to the church’s resources. generate confidence in the concept of
Partner with the sending church as doing member care. the primary arena of healing and restora-
Help workers and leadership un- tion for a traumatized, wounded, or fallen derstand the value of the initiative you worker. are proposing. Cite examples of other
Seek to involve the sending church churches or organizations that are already in key decisions affecting the worker—for doing it and the positive results they are example, deployment, repatriation, en- experiencing. In short, sell your idea. Re- gagement in high-risk ministries, and de- member, workers and leaders are not cisions to evacuate or not. against caring for personal needs. How- ever, the pressure of ministry needs and From Mindset the weight of tradition will force any new to Action way of doing things to compete for atten- tion and resources. Sooner or later, one must move past
Start small and let the new mem- theory to action, whether those action ber care initiatives grow slowly and natu- steps involve creating a member care de- rally. Do not begin by creating notebooks partment or starting to shape day-to-day full of complicated structures and proce- actions and policies of a church, church dures. Begin with simple, concrete ac- association, or mission agency. Here are tions, and let new structures evolve to some practical suggestions that should support and solidify member care that is help you get off to a good start when you already happening. Let form follow func- step out in faith and try the first initiative: tion.
Mobilize some intercessors to pray
Seek to evaluate the effectiveness of on behalf of you and the member care your initiatives. Simple pre- and post- mindset you desire to develop and trans- intervention testing, follow-up interviews, late into action. or opportunities for feedback can help 444 doing member care well fine-tune your efforts and help demon- References strate the value of doing member care. Girón, R. (1997). An integrated model of mis- Concluding Thoughts sions. In W. Taylor (Ed.), Too valuable to lose: Exploring the causes and cures of Doing member care is like Italian missionary attrition (pp. 25-40). Pasa- grandmothers making spaghetti sauce or dena, CA: William Carey Library. Indian women making curry; everyone has Kayser, J. (1994). Criteria and predictors of a unique way of doing it. The practice of missionary cross-cultural competence in doing member care will vary from church selected North American Evangelical mis- to church, from organization to organiza- sions. Doctoral dissertation, University of tion, and from culture to culture. It must Edinburgh, Scotland. be that way to be effective. However, just McGoldrick, M., & Carter, E. (1982). The stages as spaghetti sauce always involves toma- of the family life cycle. In F. Walsh (Ed.), Normal family processes. New York, NY: toes, member care always involves certain Guilford. elements and principles. I trust that this O’Donnell, K. (1987). Developmental tasks in brief review of some of those elements and the life cycle of mission families. Journal principles will help us all nurture and put of Psychology and Theology, 15, 281-290. into practice a member care mindset and Sikkema, M., & Niyekawa, A. (1987). Design possibly develop a member care depart- for cross-cultural learning. Yarmouth, ME: ment in the settings in which we serve. Intercultural Press. Swanson, B. (1993). Whirling teacups: A Reflection and Discussion bi-cycle analysis of missionary growth. 1. What is your motivation for promot- Presentation given at the Mental Health and Missions Conference, Angola, IN. ing member care in your church or orga- nization? Negative experiences of your Bruce Swan- own? Biblical convictions? A sense that son served with others are doing it so you should too? How CBInternation- might your motivation impact your ability al in Portugal to bring about change in your sphere of for 10 years in influence? church plant- 2. Who are some key people in your ing, leadership church or organization that need to sup- development, port any attempt to create a member care and compas- sion efforts. In mindset or department and put it into 1992, he trans- action? How can you best gain a hearing ferred to the and build trust with them? home office in 3. What is your own vision of what order to direct member care will accomplish for your CBI’s Mission- workers and church or organization? For ary Develop- the kingdom? ment Department. Bruce has master’s degrees 4. How will you organize member care in New Testament studies and counseling. He efforts? How will you establish priorities spends time hiking in the mountains with as you apply limited resources to an over- Laurie, his wife, and three children. He also whelming array of possible initiatives? enjoys running, working with his hands, and eating his way through cultures around the 5. What will be your first initiative/ world as he visits CBI’s field personnel. Email: project? What steps will you take to launch [email protected]. it and evaluate its effectiveness? Special thanks to Laura Mae and Richard Gardner for reviewing this article. 43

R W O K C A E T R N LIS E C I A T CA PE R S E DE R C N A R E E S C LF AR E E S MASTER -----M -----

E U CARE R T U A A L C The Perils of Pioneering: Responsible Logistics Steve Holloway For Hostile Places Kitty Holloway

“And this gospel of the kingdom Doing logistics well shall be preached in the whole world for a witness to all the nations, in potentially and then the end will come.” dangerous and Matthew 24:14 W antagonistic settings: e watch and wait, eager for the day of the Lord’s that is quite a task! return. Yet Matthew 24:14 is quite clear that this will hap- pen only after all nations have had an opportunity to hear This chapter explores the good news of reconciliation through the cross and have this subject via a team responded one way or another to the revelation of God. The word translated as “nations” in this verse comes from which went through the Greek ethne, from which we get “ethnic.” Ethne refers sudden expulsion to people who are grouped together by their common lan- guage, tribal, or cultural identity, rather than the political from their host country. groupings we term as “nations” in English today. Although There is much to learn there are some 200 political countries in the world now, these contain an estimated 24,000 ethnic or people groups. as the authors discuss The best research estimates that of these approximately the salient factors 24,000 people groups, two-thirds have access to the gos- pel. That is, the members of some 16,000 people groups which affect outcomes: currently have opportunity to understand and evaluate the good preparation, claims of Christ and to respond to His invitation to enter His kingdom. For these people, there is a fellowship of group cohesion, followers of Christ who speak their language and who are contingency plans, able to communicate with them. In addition, there may be portions of the Bible available to them in their language. debriefing, But one-third of the world’s distinct people groups—the organizational support, ethne—are as yet without any access to the gospel. They still wait to hear. and concern Many of these remaining people groups are still un- for persecuted reached for obvious reasons. Some have been inaccessible (e.g., isolated due to geography or political climate) or national believers.

445 446 doing member care well overlooked (e.g., hidden among larger sionaries to Muslims are one in a million. surrounding cultural groups or denied a Literally.” voice by political powers). The worldwide Today, Frontiers is comprised of more church is just now marshaling resources than 600 missionaries serving on more to reach out to these groups. Other people than 100 teams throughout the Muslim groups are still unreached because they world. These teams draw candidates and have historically demonstrated resistance resources from 20 Frontiers “sending or hostility to the gospel. Encountering bases” in North and South America, Eu- this resistance, Christians have often cho- rope, Asia, and Africa. A small international sen a path of less resistance, focusing in- office in England coordinates both the stead on people groups that seem more teams and the sending bases. open to hear the gospel message. Frontiers is a mission agency that has Obviously, the more resistant people adapted to the realities of communicating groups are included in the Great Commis- the gospel in harsh and often hostile en- sion of Jesus (Matt. 28:18-20). In recent vironments. The agency is relatively decen- years, the church has become alert to their tralized, allowing teams and sending bases existence and has increasingly focused its wide latitude in making decisions which mission efforts on them, sending bearers affect the pursuit of their objectives in their of the good news to many environments respective cultural contexts. Frontiers has which are inhospitable—physically, emo- adopted a “flat” organizational structure, tionally, mentally, and spiritually. with a minimum of hierarchy between Of these remaining unreached groups, teams or sending bases and the inter- the largest bloc by far consists of peoples national office. who are identified with or live under the With such a loose structure, an organi- influence of Islam. They comprise almost zation like Frontiers needs a clear, com- half of the people in the unreached people mon vision and ethos in order to maintain groups today. The case study that follows cohesion and fulfill its mandate. The glue describes an effort by the mission agency holding Frontiers together is a set of six Frontiers to reach one such unreached core principles to which all members of Muslim group, along with the cost re- the mission agree: quired. Before we launch into the case
We only work among Muslim study itself, it will be helpful first to give peoples. As mentioned above, this focus an overview of Frontiers and its approach. seeks to redress the historical under- representation of mission effort among Frontiers: The Nature Muslim peoples. of Our Ministry and Work
We work in teams. Frontiers de- fines a team as at least six adults working Frontiers is a relatively young mission together in the same geographical area agency, born out of the strategic empha- and among the same Muslim people ses of “unreached peoples” in the late group. A healthy team residing among the 1970s and early 1980s. Founded in 1983 people to whom they have been called by Dr. Greg Livingstone, Frontiers ac- provides a powerful redemptive testimony cepted a mandate to focus solely on un- through community and provides conti- reached Muslim people groups. This nuity of effort over time. mandate grew out of the then-current re-
We plant churches. We are not ality that only a small number of mission- content to see a few individuals enter the aries and few resources of the church were kingdom but are called to see viable fel- focused on Muslim peoples, due prima- lowships of Muslim-background believers rily to their perceived hostility towards and (MBBs) established and multiplying within resistance to the gospel. An early slogan their culture. We have a theology of “clo- of Frontiers reflected these statistics: “Mis- sure,” in which the missionary team re- the perils of pioneering 447 duces its influence as the church matures. Because of the oppressive and some- Eventually, the team moves to a partnering times hostile nature of the environments or participation stage with the MBB in which we work, we have had to develop church or even withdraws completely. a practical theology of sacrifice and suf-
We are eager for coaching and ac- fering. Not only is there spiritual and of- countability. Each team requires some ten political resistance to the gospel on pre-field training, and each sending base Muslim fields, but also our team members provides a candidate school. Most of the must balance the responsibilities of their training in Frontiers, however, is done in residency role (often a full-time job), lan- the field through on-site coaching by in- guage and culture learning, ministry to dividuals with skills relevant to that field nationals, team life, family, and, for lead- and that team’s phase of church planting. ers, a leadership role. In the midst of all Ongoing mentoring structures for ac- these stresses, the missionaries are moti- countability, encouragement, and leader- vated by a deep calling to minister to the ship development are provided as well. people to whom God has brought them.
We are “grace oriented.” We are We have had to ensure that our philoso- unified under what we consider essentials: phy of member care, along with our crisis our statement of faith, core principles, and and contingency management approach, the ethos of Frontiers. Beyond these es- respect what God asks of our workers, sentials, we are an interdenominational even though they sometimes go against agency that allows significant diversity of the prevailing attitude of “safety, security, Evangelical doctrine and theology, life- and reduction of stress levels at all costs” style, and strategy for each team and field, that is characteristic of many Western cul- defined primarily by the team leaders. tures. Although no Frontiers worker mor-
We are “field governed.” The high- bidly seeks or desires others to go through est governing body in Frontiers is an pain, sacrifice, or suffering, we have come International Council made up of all team to realize that such experiences, accord- leaders, the International Director, and the ing to Scripture and history, normally ac- International Field Director of Frontiers. company the spread of God’s kingdom. The rationale behind this structure is that The gospel confronts all cultures in those actually engaged in church plant- some way, and it is often threatening to ing on Muslim soil should have the final people’s vested interests, beliefs, values, decision on how the organization is and traditions. This conflict often triggers shaped to serve this mandate. persecution of those wanting to embrace In addition to these core principles, the gospel truth. For many who put their there is a significant amount of shared faith in Jesus, the Lord becomes the pearl ethos in the Frontiers organizational cul- of such great value to them that they are ture. For example, only a handful of field willing to withstand the fires of persecu- workers have “missionary visas.” Most gain tion. residency among the people to whom they Our field workers relate amazing testi- are called through their professional skills, monies from their frontline experiences. a business, or other activity. Frontiers God walks with them at the cutting edge teams also practice an incarnational ap- of His kingdom. As they are willing to fol- proach to communicating the gospel, by low His leading, no matter the cost, He adapting the message to the local language demonstrates His sovereignty and faithful- and culture in ways that reduce any for- ness at depths they experienced less fre- eign element, without compromising the quently while back in their home cultures, scriptural integrity of the message God has where deep dependency on God might sent for all peoples. seem unnatural, unnecessary, or even frightening to complacent Christians. 448 doing member care well

The Momboc Some Background Case Study Momboc is a small area of the Muslim world which prides itself on being 100% This case study is part of living history, Muslim. In fact, the government of the a story that is continuing to unfold and Momboc province requires that all citizens develop even at the time of this writing. conform to the Islamic beliefs approved Due to reasons that will become clear be- and promoted by the civil government. low, names and details that identify the There is no freedom of religious expres- actual area have been changed to protect sion in this province, and the government believers and the ongoing outreach. has demonstrated that it has no tolerance We want to share this story to encour- for dissension. It will utilize the full force age other Christians who are obeying a of the state to ensure compliance with the calling to plant churches where Christ is government-sanctioned form of Islam. The not yet known. We also want to encour- government specifically opposes other age those who support such workers by forms of Islam as well as Christianity. holding the “lifelines.” Good logistical In spite of this environment of hostil- support, like good crisis logistics, is so ity to the Christian faith, there had been a important! quiet missions effort in the area for at least This story is a testimony, among many 13 years prior to the crisis. Frontiers work- in the world today, of the power of the ers and other Christians from many na- gospel breaking into the darkness of one tions, employed in a variety of professions, people group—the Momboc. We also were attempting to bless the nation with share this story in hope that it may help the contribution of their skills and love, those who find it difficult to imagine the befriending many Mombocs and commu- gospel being a reason for anyone to go nicating the gospel to them. through suffering or persecution. We trust This communication involved dedi- that by reading this testimony, such people cated efforts to learn the local language would be prompted to pray for their broth- without the aid of traditional language ers and sisters in Christ who suffer for their courses or grammar helps, alertness to faith. We also hope that they would be able learn the local culture and worldview, and to test their own faith by putting them- the many “lessons” necessary to learn how selves in the shoes of their brothers and to build sincere trust relationships with sisters in Momboc. Mombocs. This was very hard work. It was We want the testimony of God’s faith- often frustrating and thankless, although fulness to shine clearly. God is faithful to at times it was sweetened by the reward fulfill His Word in calling out individuals of reciprocated trust and friendship. Each from the Momboc culture to become part team family and individual had a network of His kingdom. He is also faithful to walk of Christians behind them in their home with His beloved children through the countries, supporting them in prayer, en- dark valley. We count it as joy that it has couragement, accountability, and many been granted to us not only to believe in practical ways. Without this support, the Jesus, but also to suffer for Him (Phil. 1:27- workers would not have been able to per- 30). There will be members of the church severe for the initial, seemingly fruitless of Momboc among the throngs gathered years. before the throne worshiping the Lamb Before moving to the Momboc prov- (Rev. 7:9-17). We now know some of their ince, each Frontiers team member had names, and we have had the privilege of signed an agreement with their team personally hearing some of their first ex- leader that set out the expectations, goals, pressions of worship. and methods of the team and ministry. Each had gone through pre-field training, the perils of pioneering 449 which included learning about Islam and to be baptized were meeting weekly to folk-Islam, learning how to acquire a new worship and study portions of the Bible language without the benefit of language together, and their family and friends were schools, and basic principles of cross- being attracted to Jesus. In close coopera- cultural awareness and church planting. tion with these followers of Isa al Masih In addition, most attended a Frontiers can- (Jesus the Messiah), Frontiers missionar- didate program for orientation. ies completed the first translations of Bible The team leader interviewed candi- portions, wrote and produced indigenous dates applying to the field and made the worship songs, and organized a radio final decision whether to accept the indi- broadcast in the Momboc language. vidual or couple onto the team. Candi- Those involved in discipling the MBBs dates joining the Momboc team were (Muslim-background believers) were care- encouraged to establish their residence ful to discuss often the potential persecu- visa in Momboc independent of other tion that would come as their faith became team members. Team members offered more apparent to their families, friends, advice about whom to contact, but new and political leaders. The MBBs were well team members entering the province were aware of the dangers, even more than the required to negotiate their own residency. expatriates, as they all personally knew By 1998, the Frontiers effort in Mom- fellow Mombocs who had been arrested boc had grown from one team to three and mistreated for other reasons. They teams, each with a leader who was respon- knew that in the past, and very recently, sible for helping them focus on their main Momboc citizens who had openly begun goal of church planting, encouraging all to follow Jesus had been interrogated the team members’ spiritual gifts and roles mercilessly, had been exiled to distant to mesh together, and ensuring account- parts of the province, and had reputedly ability between all members. The three recanted their faith. For some of those teams, though administratively distinct, persecuted believers, this treatment re- worked together as one community. They sulted in long-term mental problems. were interdependent and sought to en- Surprisingly, government officials in courage one another. The three leaders the province were well aware of the mis- worked closely together, like elders, for sionary intentions of many foreigners the church planting effort. working in their area, but they were will- Each team met at least weekly for wor- ing to “look the other way.” Apparently, ship, prayer, and continuing discussion of these missionaries enjoyed a good repu- team building and church planting issues. tation and were perceived as having a posi- The leaders took part in annual meetings tive influence among the people. One outside the country that enabled them to government minister also mentioned in a interact with leaders from other Muslim conversation with a Frontiers team mem- fields. Team leaders established regular ber, “… and of course [the Christian work- accountability (both written and face-to- ers] could not be successful anyway.” face) for team members. They themselves The teams discussed and agreed upon were also accountable monthly to their a contingency plan in the case of a believer overseer, who was based outside the coun- being arrested and subjected to govern- try. This person had begun the church mental persecution, or in the case of a planting work among the Mombocs and team member being arrested and accused continued his involvement by mentoring of anti-government activity. The team the team leaders and supporting them in members had all been vigilant over the their roles. years to maintain a certain level of secu- The Lord used these efforts to bring a rity, primarily ensuring that their ministry small number of Momboc people into the was not explicitly described in printed kingdom of God. Those who had chosen publications. 450 doing member care well

In 1998, the government became aware been friends with the team members and that portions of Scripture had been pub- believers and who thus were under suspi- lished in the language of the Momboc. In cion of being favorable to Christianity addition, a weekly radio program in the themselves. Momboc language, which looked at scrip- During the next several days, all the tural principles applied to everyday Mom- foreigners whose homes had been boc life, began being broadcast into the searched were brought to police head- province, outside of governmental con- quarters in the capital city. Their passports trol. These incidents sparked a heated were taken, and they were subjected to political debate, since it was an election questioning. After hours of interrogation, year. A small minority of Muslim funda- they were coerced into signing statements mentalists in the province, who were try- that often did not reflect their views or ing to build a local power base of their that included statements or confessions own, accused the incumbent official of that they had neither made nor agreed allowing Christianity to enter the province with. They were also asked to review the during his term of office. Apparently to lists of confiscated items, although they demonstrate his Islamic credentials, the were told that none would be returned government official who was running for any time soon. reelection quietly organized a crackdown While these events were happening, on perceived Christian activity throughout the government police also rounded up the area. At that time, a relative of one of at least 60 Momboc citizens on the charge the Momboc believers, angered by a re- of “being Christian” and jailed them. Many cent family conflict, went to government of these citizens were, in fact, followers of police headquarters and personally iden- Jesus (some were not related to the Fron- tified all the Momboc believers and for- tiers team) or sympathetic to the gospel, eign missionaries he knew. though some were not. While the foreigners waited for hours Search, Seizure, in the police headquarters, their Momboc Interrogation, Expulsion friends were brought in, possibly to allow Over a two-day period in June 1998, the police to gauge the reaction between Momboc government police raided the them—whether they recognized or ac- homes of more than a dozen foreign fami- knowledged each other. These meetings lies (some with Frontiers, some not). Gov- seemed to be carefully staged to give the ernment police arrived unannounced at Momboc believers the impression that the homes and systematically searched the their foreign friends were choosing to be- premises without any warrants, confiscat- tray them and then leave the province ing all literature, music, files, computers, painlessly. Both the foreigners and the photographs, and other media suspected Momboc believers agonized over how to of being linked to Christianity. They were respond during these unexpected meet- especially interested in any materials in the ings, as well as how to answer during the local language. interrogations. Most of the foreigners felt The government brought in specialists high levels of guilt and regret, no matter to break into even secure files on the com- whether they acknowledged the MBBs or puters, including personal diaries and not in these staged meetings and no mat- church-planting training materials. In the ter how they answered the questions. months that followed, various parts of this All foreign families were informed of confidential information were published their imminent deportation from the prov- in the local paper or spread by word of ince, and they quickly began to pack and mouth from the police officials to others prepare for leaving. The expulsion order involved in the crisis. Photographs were applied to all members of all three Fron- used to identify Momboc people who had tiers teams. Within the highly charged en- the perils of pioneering 451 vironment, there were understandably not one of the unbelieving spouses sought high levels of stress for all of the families divorce from their imprisoned believing preparing to be deported. Stresses in- spouse during this time or even later. This cluded concern for the local believers, is significant, as the Momboc area is infa- concern for what might be happening to mous for its very high divorce rate and lack other team members, repeated trips to the of commitment in marriage relationships. police station for questioning, unexpected visits by police at any hour of the day, the Frontiers’ Response inability to go out to communicate with to the Crisis employers and their friends, and the in- The Frontiers teams in Momboc had junction to stay in their homes. Many felt prepared a contingency plan with proto- sick and nauseous, had trouble sleeping, cols for handling a variety of field crises. and lost their appetites. Some at times Within hours of the raids by the govern- even forgot simple tasks like feeding their ment police, they began to put this plan children regularly. into effect. Within 10 days of the initial raids, al- As part of this plan, the leaders of the most all foreigners under investigation three teams carefully managed the flow had been deported from the province and of information about the crisis, meeting forced to sign a statement that they had frequently to assess the situation. Team broken local laws (though no law was members kept in touch with each other specified) and were “expelled for life.” through visits, and they communicated Government police escorted those ex- updates to their leaders as the situation pelled to the plane, even accompanying developed. Rumors about the crisis were some of them on the flight to a nearby controlled by ensuring that the facts were country. Expelled team members were checked and verified. The team members from several countries, and personnel agreed on a common response before they from their respective embassies met them communicated with contacts outside the at the airport when they disembarked from country. the Momboc flight. All information was channeled to the After the foreigners were expelled, team leaders’ overseer outside the coun- most of the Momboc believers were im- try via email and phone through one des- prisoned, along with the other Momboc ignated spokesperson. Team members people being accused as sympathetic to agreed not to speak with the local or inter- Christians. The believers were kept in national press without permission. They prison for several months, with repeated shared information with family and close interrogations and teachings designed to friends, but only what had been agreed to force them to return to Islamic beliefs. by the leaders and other team members. One Momboc citizen was singled out as Meanwhile, the overseer for the team lead- the ringleader and was subjected to tor- ers was watching closely, evaluating how ture, beatings, and solitary confinement best to support the teams through the cri- for five months. sis and which information to share with The Momboc citizens who were ar- outsiders for prayer and action. rested were all taken without warning— The contingency plan stipulated that simply a knock on the door by uniformed if team members were expelled, they men, followed by confinement at the po- would gather to be debriefed in a neutral lice station. Their families were at first country before returning to their home given no contact with them, although as countries. It was important that they be the months progressed, some husbands given a chance to process their experience were allowed a 10-minute visit once a before facing family, friends, and churches. week with their wives. The families faced They managed to assemble at the agreed- strong community disapproval. However, 452 doing member care well upon meeting point at a specific hotel in
Let-down phase—transition from a nearby country, after first making con- the crisis experience back to normal rou- tact with the embassies of their home tine occurs; this is often the most intense countries to report what had happened period, as feelings that were suppressed, to them and to file a report asking for the denied, or put on hold during the crisis return of their personal items. now surface. Meanwhile, the Frontiers international
Letting-go phase—this phase is office quickly pulled together a crisis de- marked by sadness, depression, restless- briefing team, comprised of a psycholo- ness, inability to get involved with regu- gist who had been in contact with several lar work responsibilities, and annoyance team members over the past years, the at work; it often involves coming out of Momboc team overseer-mentors, and a “emotional armor”; feelings of estrange- representative from a Frontiers sending ment or alienation from those who didn’t base. This debriefing team quickly dis- go through the trauma may be present. engaged from their other responsibilities All the team families were essentially and flew out at short notice to be at the still in the action phase as they arrived at team assembly point as the first team the hotel. The first deported team mem- members began to arrive. bers noticed that government police had A pool of funds managed by the Inter- followed them to the hotel that their national Headquarters covered the costs country’s embassy had arranged for their of this trip for them. The psychologist initial arrival. They were still feeling on brought special treats for the children of “high alert” as they later arrived at the as- the teams, to encourage them during the sembly point. In fact, it took several days debriefing. He also brought basic medica- for the group to make a successful transi- tions and a water filter, to ensure that no tion from the action phase to the let-down one became more ill during this high- phase, because team members who ar- stress time in an area with poor standards rived later, still full of adrenaline from of cleanliness. their experience with the government In the first meeting, the debriefing police, reactivated the action-phase feel- team was introduced, and the basic plan ings of those who had arrived earlier. for the debriefing was discussed. The As the group settled, the team mem- debriefing team sketched out an introduc- bers were encouraged to tell their sto- tion to the different phases that individu- ries—relating the facts of what happened als and groups go through when facing a to them—and also to hear the stories of serious crisis or “critical incident”: other team members, which they had not
Alarm phase—individuals are had the chance either to hear or to fully shocked and stunned; they try to adjust understand on the field. The story telling and make sense of what is happening; they was done as a large group, with the psy- wonder if it will mean prison, torture, chologist moderating and helping the sto- nothing significant, etc. ries to be told in an orderly manner. Many
Mobilization phase—those affected discussed tough decisions they faced and recover from the initial shock and begin vivid thoughts or sensory memories to develop plans, or they try to remember (sounds, smells, sights) from their expe- contingency plans. rience. Many relived step by step all the
Action phase—a high level of activ- people they had interacted with during the ity takes place; constructive work and co- last days. The debriefing staff encouraged operation occur during this diligent and the team members to stay with just the heroic phase; the phase also produces facts at this point and to reserve the emo- high levels of stress and possibly frustra- tional responses for a later stage of the tion. debriefing. Those with children had to take turns being in this meeting, as there the perils of pioneering 453 was no ready system of childcare available. In the next stage of debriefing, team The psychologist used a similar approach members were encouraged to interact (age-appropriate) to work with the chil- with each other—to discuss any conflicts dren of the families, helping them to pro- or other relational issues that needed reso- cess, come to terms with, and begin to lution. They had an opportunity to say the understand what they and their parents things they felt they needed to say to oth- had been through. There were eight chil- ers on the team and to express apprecia- dren at the debriefing, all under age eight. tion or encouragement. The debriefing took several days and The focus then shifted to the next helped everyone get a much better under- steps. Many on the team were quite con- standing of the full picture of the crisis. cerned about the national believers who Many were encouraged by the instances had been left behind, especially those in of God’s intervention and the positive ac- prison for their faith. They drafted plans counts/perspectives of others, especially to start an international prayer and letter instances involving Momboc friends. Many writing campaign built around the lack of Momboc friends cared for them during the freedom of religious expression in the days of crisis in Momboc, at great risk to Momboc province. themselves, by providing meals for the The representatives from the inter- families on their own initiative, helping national office also agreed that expelled care for the children while the parents team members would continue to be rec- went through interrogations, helping ognized as members of the three teams families pack and close up their houses, and as field missionaries by Frontiers for and taking the risk to pass on last mes- the next six months. This promise of con- sages to other close friends. tinued identity with Frontiers gave the The debriefing team encouraged all missionaries a sense of security in the team members to write up their stories midst of so many abrupt changes— during the next few days, both to help changes of home, country, job, role, min- them process their experiences and to pro- istry, friends, daily routine, neighbors, vide a record of their part in the incident. language, essential lifestyle, “team family,” Within a month after the debriefing ses- and so on. It would also give them time sions, these stories had been gathered into to reflect on what they should do next. one document that all could read, so that Plans were made to hold a small team con- they could see the overall picture of what ference at the end of the six-month pe- they had been through. riod, at which time the team would be Once the missionaries had told their officially dissolved. Individuals would then personal stories, the debriefing staff en- be released to pursue the Lord’s directions couraged the team members to answer the for them—namely, whether to continue question: “What did this mean to me per- work with Momboc people, to join a team sonally?” Many then talked about their on another Muslim field, to work with an- anger, fear, frustration, sense of having other agency, or to leave missions work betrayed the Momboc believers, sense of altogether. having been betrayed, stress, confusion, The follow-up team conference was guilt, grief, etc. As they listened to each subsequently held in January 1999 in Eu- other, empathized, and identified, many rope, and all of the expelled team mem- began to gain more emotional distance bers attended. The conference provided from the experience and a lessening of the an excellent opportunity for the team pain and intensity. They felt a great relief members to interact with each other and in being able to address these issues in a with other invitees who had a vital inter- safe and controlled environment with est in the Momboc effort. Also attending trusted team members. were those who had earlier been part of the teams, who had left Momboc before 454 doing member care well the expulsion occurred, as well as new talking about Him, or using any literature candidates who felt they were being called about Him. to minister in the future to Momboc There are also indications that inter- people. The participants discussed their est in the gospel has significantly increased insights and the lessons learned in many in the province, due to sympathy for those aspects of their lives and ministry among imprisoned and expelled during the cri- the Momboc people. They prayed together sis. In addition, the earlier church plant- often. The conference helped the group ing strategies continue via the ongoing to bring closure to the efforts of the three efforts in translation, radio broadcasts, and teams thus far and to commission the development of indigenous worship teams of the future. songs. This interest continues despite a climate of extreme tension and fear. There The Next Two Years are still frequent government warnings As a result of international pressure against Christianity and threats of punish- applied through the efforts of the expelled ment to those who spread news about team members, all Momboc believers were Jesus, openly follow Him, or neglect to released from prison within six months. report others who do these things. The They returned to their family and commu- general population continues to be warned nity context and have remained there. This about the methods that may be used by presence in Momboc is very important. missionaries, including friendliness, help- Those who have believed have not been fulness, and desire to learn the local lan- “extracted” or exiled from their culture; guage. instead, their testimony remains. Recently, some team members who had Of the Frontiers missionaries expelled been expelled have settled in provinces from or prevented from returning to near the Momboc province to reestablish Momboc, 16 have chosen to continue in a ministry among the Momboc people. All church planting effort among Momboc of these team members who have resumed people, eight have pursued or are plan- ministry with the Momboc people have ning to pursue ministry to other mission had to work through difficult emotions fields, and three have left missions to pur- and fears as they return to proximity to sue other work. Several of the expelled the province. In their new locations, they team members have been able to make find they can minister in very different face-to-face contact with the Momboc be- ways from their previous methods. Free lievers who went through the torture and from the influence of the Momboc gov- imprisonment, have debriefed them, and ernment, they have liberty in communi- have helped them work through the cri- cating the gospel, and they can openly sis in ways similar to those used by the discuss the crisis they went through with debriefing team. their Momboc friends. Even so, many still Although we have no way of hearing fight off irrational fears of being expelled direct news about all the believers, we suddenly from their new location. In ad- have received second-hand reports from dition, they, along with those who have Momboc friends in the area. There are not returned to face-to-face Momboc min- indications that a few Momboc believers istry, continue to experience the normal are continuing on in their faith, seeking grief involved in such an abrupt change teaching and fellowship whenever they are of life which entailed so many losses. Even able to travel outside of the province. As the supportive response to the crisis de- yet, there is no sign that they are daring scribed in this article cannot erase the to fellowship with each other while inside trauma of the event. the province. They have been threatened News of the Momboc experience with yet worse punishment if they are ac- sparked interest in a variety of mission cused of or found to be praying to Jesus, agencies in how to provide effective assis- the perils of pioneering 455 tance to MBBs experiencing persecution out as being done well and three areas in hostile environments. Early in 1999, a that could have been improved. multi-agency steering committee was 3. Has your mission agency/sending formed in Europe from Elam, Frontiers, church developed a “theology of suffer- Tear Fund, Oxford Centre for Mission ing” to help it evaluate how to respond Studies, People International, and YWAM proactively (rather than reactively) to per- to hold a consultation exploring social, secution on its fields, both for missionar- cultural, economic, legal, and human ies and national believers? If so, what are rights factors that MBBs must address as the basic points? they respond to the gospel. 4. In your organization, what are some This consultation was held in Febru- of the main logistics needed to prepare ary 2001, and two-thirds of the attendees missionaries and teams for crises? For ex- were MBB leaders. Participants prepared ample, what contingency plans are in case studies from the specific cultural con- place to anticipate the 3-5 most likely cri- texts and perspectives of MBBs, reflecting ses for individual mission fields? Has a on principles and lessons learned from secure, safe, and neutral “assembly site” their personal experiences. These case been identified where an adequate de- studies were reviewed, and common pat- briefing can be held? Has a debriefing team terns and principles were identified. The been identified, trained in critical incident principles were then used as a basis for debriefing techniques, and made available in-depth discussions at the consultation, to respond to such situations? which resulted in an initial list of best prac- 5. Is preparation for persecution part tice principles compiled by MBB leaders. of the discipling program for national be- This list will soon be published to stimu- lievers? What plans and/or protocols have late a wider discussion and refinement of been made for national believers left be- these principles among those involved in hind? Muslim ministry. The story of the Momboc field is, of Some Suggested Readings course, not finished, and this case study is only one small chapter of a book that Brabant, K. (2001, March). Mainstreaming covers hundreds of years of God’s redemp- safety and security management in aid agencies. London, UK: Humanitarian tive work. Even so, it is clear that in this Policy Group Briefing. (Available from: case, what the enemy of human souls in- [email protected]) tended for evil, God is using for good, in Carr, K. (1997). Crisis intervention for mission- ways we would never have imagined. aries. Evangelical Missions Quarterly, 33, Member care that recognizes the role of 450-458. sacrifice and suffering has been critical to Companjen, A. (2000). Hidden sorrow, last- the process. Such member care helped to ing joy: The forgotten women of the per- bridge the crisis effectively and ensure that secuted church. London, UK: Hodder & the effort to bring good news to the Stoughton. Momboc people continues—and that cap- Fink, S. (1986). Crisis management: Planning tives are being set free. for the inevitable. New York, NY: Ameri- can Management Association. Reflection and Discussion Gardner, L. (1992). Crisis intervention in the mission community. In K. O’Donnell (Ed.), 1. What were the logistical factors that Missionary care: Counting the cost for helped this team evacuate and work world evangelization (pp. 136-150). Pasa- through the trauma of expulsion? dena, CA: William Carey Library, 2. Based on the information in this case study, identify three things that stand 456 doing member care well

Goode, S. (1995). Guidelines for crisis and con- tingency management. International Jour- nal of Frontier Missions, 12, 211-216. Grose, V. (1987). Managing risk. Englewood, NJ: Prentice-Hall. Janz, M., Rogers, C., Slead, J., & Abifarin, A. (2000). Risk and security essentials for humanitarian operations: Liberia. In M. Janz & J. Slead (Eds.), Complex humani- tarian emergencies: Lessons from practi- tioners (pp. 66-91). Monrovia, CA: World Steve Holloway and Kitty Holloway pio- Vision. neered the effort to the Momboc people, and Mitchell, J., & Everly, G. (1996). Critical inci- as the teams multiplied, they became and con- dent stress debriefing: An operations tinue to be mentors and overseers of the ef- manual for the prevention of traumatic fort. Kitty remains actively involved in Bible stress among emergency services and di- translation efforts for the Momboc people and saster personnel (2nd ed., revised). Elliot assists in the development of tracts and ra- City, MD: Chevron Publishing Corporation. dio programs. Steve is active in leadership de- velopment at the International Headquarters of Frontiers. He also mentors other teams and helps develop partnerships with national lead- ers to establish church planting teams in South Asia. Email: [email protected]. Special thanks to Jeleta Eckheart for her helpful review of this article. 44

R W O K C A E T R N LIS E C I A T CA PE R S E DE R C N A R E E S C LF AR E E S MASTER -----M -----

E U CARE R T U A A L C

Guidelines for Crisis Debbie Lovell And Routine Debriefing Hawker

The young woman sitting in front of me had been There is much discussion working with a missionary organization during a time of about debriefing these “ethnic cleansing.” She told me about a woman who had been forced to cook her dead child’s body in a pot; about a days at conferences, within whole classroom of children who had been massacred; and organizations, and in the about villages where it was said that the men had been captured and injected in an attempt to make them HIV literature. Debriefing, in positive, so that they (and their wives) would die slowly terms of current best and painfully from AIDS. She said she had been unable to tell anyone about the dreadful things which she had en- practice thinking, is an countered. I asked how she had managed to cope with so essential service to provide much horror. She replied, “The thing that kept me going was knowing that I would be able to talk about it during for mission personnel. this Critical Incident Debriefing. That saved me from going But what exactly is it? under.” A few weeks later, a man from a different organization What types of debriefing came to be debriefed. He had just returned after being over- are available? Which skills seas for five years. He said that he had generally enjoyed his time overseas and had not experienced anything which are needed to do it well? he would describe as “traumatic.” However, he had found And how does it work? the time stressful, as there had been difficulties within his team, and he had worked long hours each day. He was The author looks at these feeling rather burned out and exhausted and was wonder- and other questions in ing what he should do next. At the end of the debriefing session, he said it had been very helpful to talk with some- light of the literature and one outside the organization, and he was relieved to hear research on the subject, that his feelings were normal, given the circumstances. He added that he now realized that there was no reason to sharing from her extensive feel guilty about taking some time off work to rest. He de- experience on both crisis cided that he would try to use the stress management strat- egies which had been discussed during the session. and routine debriefing.

457 458 doing member care well

What Is Debriefing? ment, war, terrorist activities, evacuation, or land mines. In some areas, expatriates “Debriefing” is a general term that re- are targeted for hostage taking or assassi- fers to talking through an experience af- nation. Mission partners may be impris- ter it has taken place. Various types of oned or attacked by those opposed to their debriefing may be offered to mission part- religious practices or because they are ners. They can be defined as follows: willing to help “the other side” in a con-
Operational debriefing – Asking for flict situation. People who have experi- information about work performed and enced such stressors tend to appreciate about what was achieved. The aim is to an opportunity to reflect on their experi- gain more information about the project. ences with a debriefer (Lovell, 1999).
Personal debriefing – Asking how The occurrence of traumatic incidents the experience was for the individual and is not the only reason to offer debriefing. how it has affected him/her. The aims are Personal debriefing can also provide an to offer any support that might be needed opportunity to discuss longer-term diffi- and to help the individual with the re- culties. In one study (Lovell, 1997), 145 adjustment process. mission partners and aid workers who had
Critical Incident Debriefing (CID) – completed their assignments were asked A highly structured form of personal de- what the worst part of their overseas ex- briefing, which can take place after a trau- perience had been. Only 8% reported that matic experience (such as a natural traumatic events had been the worst part disaster, a violent incident, or a traffic ac- (although many had experienced trau- cident). The aims are to help accelerate matic incidents). The factors which were recovery and to prevent post-traumatic most commonly reported as the worst part stress reactions from developing. of the experience were relationship prob- It is normal practice to give operational lems (18%), cultural difficulties and frus- debriefing to all returned mission part- trations (21%), and dissatisfaction with the ners. The organization can then learn how organization or the work (17%). Ongoing projects are going and can implement frustrations may be psychologically more changes where necessary. This chapter will harmful than short-lived traumatic events. focus on debriefing which is person- Even though the experience as a whole centered rather than task-centered. In par- was generally perceived as a positive one, ticular, the chapter will describe the use more than 92% of the respondents re- of Critical Incident Debriefing (CID). The ported that there were stressful aspects. CID structure will first be discussed in re- Personal debriefing can help people who lation to its use following traumatic inci- have experienced such stress. dents. Then an adapted version of CID will It is not surprising that most mission be outlined. This can be used to provide partners experience stress. Change is routine debriefing at the end of assign- stressful. Missionaries experience the ments, even when there have not been any change involved in moving between cul- traumatic incidents. tures. They often move house several times while preparing to go overseas and Why Offer Personal during their time abroad. The American Debriefing to Missionaries? Academy of Child and Adolescent Psychia- try (1999, p. 1) reports, “Moving to a new Mission partners are often at increased community may be one of the most stress- risk of experiencing traumatic incidents producing experiences a family faces.… due to the places where they are based. Studies show children who move fre- For example, there may be risks related quently are more likely to have problems to traffic accidents, illness epidemics, natu- at school.” Many missionaries return ral disasters, riots, robbery, sexual harass- “home” earlier than they expected, for one crisis and routine debriefing 459 reason or another (Taylor, 1997). Even ners, but a group who should not be over- those who return at the time they had ex- looked). pected may have some difficulty readjust- Personal debriefing aims to help mis- ing to life back “home.” At least 60% report sion partners integrate their experiences such difficulties (Lovell, 1997). into their life as a whole and perceive the Because of the stress associated with mission experience in a more meaningful living in a different culture and readjust- way. Debriefing can help bring a sense of ing to the “home” culture on return, it has closure, so that they are ready to move on been recommended that all mission part- to new areas of life. ners and aid workers should routinely be offered personal debriefing after they have Structured or completed their period of service, to pro- Unstructured Debriefing? vide support and help during the time of transition (Davidson, 1997; Global Con- Personal debriefing may be offered ei- nections, 1997). Mission partners gener- ther in an unstructured manner or using ally appreciate such debriefing (Lovell, a more structured format. Some debriefers 1999). McConnan (1992) found that 73% invite participants to talk about any aspects of aid workers reported feeling inad- of their overseas experience which they equately debriefed and supported on their choose, without structuring the process. return. Those who were not offered per- Others use a more structured approach. sonal debriefing may think that their ef- Some advantages of a structured approach forts were not valued, and they may feel are listed below. The structure which is unsupported as they readjust to life at recommended is based on Critical Inci- home (Lovell, 1997). They may be less dent Debriefing (summarized below; see likely to remain in contact with the orga- also Dyregrov, 1989; Mitchell, 1983), be- nization or to apply for a further period cause this is the only form of debriefing of service with them. which has been widely used, documented, It is common for expatriates who have and researched. recently returned to their country of ori- Advantages of using the CID structure gin to feel isolated. Personal debriefing can for debriefing are that it: help to reduce such isolation, by provid-
Provides a starting place, so that ing at least one person who is interested people don’t say, “I’ve got nothing to talk in what they have to say. If they are expe- about.” riencing difficulties with “reverse culture
Ensures that the most important as- shock,” they can be reassured that this is pects are discussed. very common. Such symptoms tend to
Prevents deeper issues (from the disappear more quickly among people past) from becoming the main focus. who realize that they are normal and who
Stops the session from becoming a do not worry about them. A debriefer can counseling session. help individuals identify what can be done
Provides people with a sense of se- to relax and deal with stress. The debriefer curity, as the clear structure is explained can also give information about sources at the outset, so they know what to ex- of help which are available if symptoms pect. persist or if people want to receive coun-
Allows two debriefers to work to- seling or any other help. Practical infor- gether, knowing that they are going in the mation (e.g., about accommodation or same direction. financial matters) can be provided, and
Works for groups as well as indi- questions can be answered. Debriefing viduals. also provides an opportunity to identify
Can be conducted by mental health those who are in need of psychiatric help professionals and those who are not. (a very small percentage of mission part- 460 doing member care well

Helps debriefers feel confident, be- being stored away. Some people try to cause this is an approach which they un- avoid thinking about what happened, but derstand and use effectively. because the brain is still trying to process
Makes it less likely that debriefers the information, intrusive thoughts and will feel lost or out of their depth or think images keep coming to mind. that they said “the wrong thing,” because The CID process encourages individu- there is a clear structure to follow. als to talk about the incident, instead of Now that some of the reasons for avoiding thinking about it. This helps choosing the CID format for debriefings them process the event and store it in have been presented, let us examine this long-term memory. If you have told your approach in more detail. The CID ap- story to someone, your brain no longer proach will first be described as it was needs to keep holding it in active memory, originally used with groups of people fol- waiting for the information to be “sorted lowing a traumatic incident. This will be through and filed.” (An analogy might be followed by a description of how the pro- a librarian cataloguing new books. Before cess can be modified for one-to-one use the information is catalogued, it sits in a and for routine debriefing at the end of messy pile on the desk, getting in the way an assignment when there has not been a when the librarian tries to do other work. particular “critical” (or traumatic) incident. Once catalogued, it can be retrieved when you want to retrieve it, but the rest of the Theoretical Framework for time it is out of the way so you can get on Critical Incident Debriefing with other things. Telling your story helps to organize the information, give it mean- Most people believe that the world is ing, and “catalogue” it in your mind.) basically a good and meaningful place and When a person describes everything that they are worthwhile as individuals. A that happened, the brain begins to make traumatic event can shatter these basic as- some sense of the events. This promotes sumptions (Janoff-Bulman, 1992). For ex- a more rapid recovery. Once the story has ample, after surviving a disaster, one may been told in detail, the symptoms of avoid- think, “I’m not safe,” “The world is mean- ance and re-experiencing are likely to de- ingless and random,” or, “I’m a terrible crease. The incident can be placed in the person.” Such conclusions produce a context of the rest of the person’s life, in- sense of ongoing threat. This is associated stead of taking over his/her whole life. with increased risk of post-traumatic stress Thoughts such as, “The world is not safe,” disorder (PTSD) (Ehlers & Clark, 2000). or, “I am bad,” can be re-appraised within The symptoms of PTSD include trying to this context—for example, “Usually I am avoid reminders of the traumatic event, safe, but accidents occasionally happen.” persistently re-experiencing the event Ehlers and Clark (2000, p. 320) report, (e.g., in nightmares or in recurrent intru- “It is assumed that, unlike individuals who sive images or thoughts about the event), recover naturally, individuals with persis- and experiencing increased arousal (e.g., tent PTSD are unable to see the trauma as being irritable or “jumpy” or having prob- a time-limited event that does not have lems with concentration or sleep). global negative implications for their One theory (see Horowitz, 1975; Janoff- future.” A CID can provide a sense of “clo- Bulman, 1992) suggests that it is difficult sure,” which may help prevent the devel- to store a traumatic event in long-term opment of PTSD. The event is over, the memory, because it does not fit in with person is no longer under threat, and he/ pre-existing beliefs about the world. The she can start to move on. brain cannot make sense of what has hap- Describing details of the traumatic ex- pened, and so the traumatic experience perience may also help the person to make is kept in the “active memory” instead of connections and be aware of things which crisis and routine debriefing 461 might trigger memories of the trauma in more beneficial to talk about them (Ester- the future. For example, if a woman was ling, Antoni, Fletcher, Margulies, & Schnei- raped while looking at a ceiling with a dis- derman, 1994). tinctive crack in it, seeing similar cracks After stressful experiences, some in the future might trigger a flashback of people talk freely with friends and family the rape (i.e., a feeling that she is experi- members. However, many people do not encing it again). If she does not know why feel able to do this. Mission partners who the memory has been triggered, she may have been under stress often report that feel that she is still in danger. However, if they feel unable to tell anyone about it she has spoken about the crack and has because they are expected to be able to thus brought it to conscious awareness, cope with difficulties themselves, and when she next sees a similar crack, it is people only want to hear their positive likely to lead to a memory in context stories. Some feel isolated and do not have (“that’s like the crack I was looking at as I anyone they can confide in who would was raped”), rather than an automatic understand their feelings. Some of those flashback. As she understands the trigger who have experienced significant trauma and knows that she is no longer in dan- (e.g., acts of gross cruelty) do not want to ger, the memory is less likely to cause dis- tell even their spouse or closest friend. tress. A CID does not aim to take away the They are afraid that the people they tell memory of the event, but it can stop the might be traumatized or worried about flashbacks—and flashbacks tend to be their safety. Some long to talk to someone perceived as much more distressing than who is outside the situation and who can normal memories, because people do not bring another perspective and yet under- know what has triggered them. stand, but they do not know where to find When people try to avoid thinking such a person. Some mission partners about a traumatic event or only focus on worry about whether they are “going certain aspects rather than the whole con- crazy.” They want to talk confidentially to text of the event, they may be more prone someone who can tell them whether their to persistent PTSD. Describing the whole symptoms of stress are normal. Who is experience from start to finish, so that it there to talk to? A CID can fill this need. is all linked together in an autobiographi- cal memory base, appears to reduce the The Critical Incident likelihood that isolated stimuli which are Debriefing (CID) Procedure associated with the memory (such as a crack or a distinct sound or smell) will trig- Mitchell (1983) and Dyregrov (1989) ger a recollection of the event. Thus, put- originally described the structure of CID. ting the memory in context may reduce It was initially designed to be used with a the likelihood of developing persistent group of people who had experienced a PTSD (see Ehlers & Clark, 2000). traumatic incident together. It was devised Research has indicated that writing or to help prevent difficulties such as PTSD speaking about personally stressful events from developing and to help speed up can have physical benefits (in terms of normal recovery. Thus, it is not a “treat- improving immune response), as well as ment” for people who have already devel- psychological benefits. Disclosing both the oped difficulties, but rather a preventative facts and one’s feelings about a stressful measure from which everyone might ben- event appears to have more physical and efit. The CID process has been used with psychological health benefits than disclos- innumerable different groups of people ing just the facts or just the feelings (Pen- worldwide. nebaker & Beall, 1986). Although it is Mitchell (1983) recommended that beneficial to write about one’s reactions debriefing should ideally take place 24– to stressful events, it appears to be even 72 hours after the traumatic event. Dur- 462 doing member care well ing the first 24 hours, people may be in a couple or group or when one debriefer too much shock to benefit from a CID. has limited experience. Debriefers should However, waiting more than 72 hours is be aware of any potential role conflicts not good either. It is useful to provide CID (e.g., if they also know the people they before people draw firm conclusions such are debriefing in another capacity or if they as, “I should have done more.” A typical may be involved in assessing them for a CID lasts between two and three hours, future post). although the timing will vary depending The credibility of the debriefer may also on the size of the group and the amount be important. Fawcett (1999) recom- that people want to say. The process mends that debriefers should demonstrate should not be rushed. that they understand what is being talked about, ideally through having experienced Characteristics something similar. For instance, when of the Debriefer debriefing someone who is struggling with Before describing the process further, adjusting to life back “home,” it is helpful we should say a little about the debriefer. if the debriefer has had experience living Debriefers do not need to be mental in a different culture. It also helps if the health professionals. What is important is debriefer has some knowledge of the cul- that they have been trained in the skills of ture in which the participant was based. debriefing (a minimum would be a good Mission partners often have a preference two-day training course), have good lis- to be debriefed by Christian debriefers, tening skills, and are non-judgmental, af- who are likely to share their values and firming, and able to empathize. Debriefers biblical framework. need to recognize their own limitations The Seven Steps of and should be willing to refer people for further help if necessary. They should re- Critical Incident Debriefing ceive supervision. Debriefers can suffer The CID process involves seven steps, from “secondary traumatization” (i.e., they as outlined below. These steps are de- may feel traumatized by the things they signed to allow for a gentle “step down” are hearing), if they are not adequately de- into discussion of the more emotional as- briefed and supported themselves. pects, followed by “climbing back up” so Some people prefer to be debriefed by that the session ends positively by think- someone within their organization who ing about support and the future. Those understands the way the organization who wish to use this method of debrief- works. Others prefer an external debriefer, ing are strongly advised to attend a train- who can be told matters which the per- ing course in this procedure, as space does son does not wish to disclose to anyone not permit full discussion of it here. The in the organization. If possible, it is best guidelines below are for debriefing follow- to ask the people who are going to be ing a traumatic incident. Later in the chap- debriefed whether they have a preference ter, we will look at how these steps can be for an internal or external debriefer and adapted for routine end-of-assignment whether they mind whether the debriefer debriefing. is male or female. In some cases, no choice can be offered, as only one debriefer is Step 1: Introductions available. That need not be a problem. Introduce yourself. To help establish Issues of gender and organization are credibility, it can be helpful to refer to your much less important than the fact that the experience as a debriefer and (when work- debriefer is trained and experienced and ing with mission personnel) any experi- demonstrates skill and understanding. ence you have of working overseas. Ask Sometimes two debriefers work together. the others who are present to introduce This is especially helpful when debriefing themselves. Explain the purpose of the crisis and routine debriefing 463

CID. Discuss confidentiality (e.g., prom- impressions afterwards?” People often ise that everything they say will be confi- begin to reinterpret their experience sim- dential, unless you think there is a risk ply by talking in this way, and they may that they will seriously harm themselves start to get rid of negative beliefs. or someone else, or if they disclose that a child is being abused, in which case you Step 4: The Sensory are legally or morally required to tell Impressions and Emotions someone). Check that any mobile phones Only now, when people feel more com- have been turned off. Discuss how much fortable, are they asked about any particu- time there is available (e.g., “It’s hard to larly memorable sensations from the say how long this debriefing will last. Usu- experience and about their feelings. The ally we take about two or three hours, but purpose is not to make them recall the we can be flexible. I don’t have anything incident so vividly that they re-experience else booked today. Is there a time that you it during the debriefing. In fact, there is will have to leave by?”) some research that suggests that asking Explain that you will be using a struc- people to keep going over a traumatic ture which has been proven to be useful. event in great detail may have a negative If debriefing more than one person, say effect, especially if this happens very soon that everyone will be asked the same ques- after the event. It may cause them to en- tions in turn. Point out that it’s not an in- code the memory in such vivid detail that terrogation, and if they don’t want to it will keep coming back to their mind in answer a question, that’s fine. Ask if there a distressing manner. Therefore, it is best are any questions at this point. not to probe for lots of details. Rather, ask general questions such as, “Were there any Step 2: The Facts sights, sounds, or smells that were espe- About the Experience cially vivid or memorable?” Verbalizing Rather than beginning with an emo- anything which stands out may help them tional description of the events, partici- make connections which will prevent pants are eased in gently. Explain that you flashbacks later. If individuals choose to will ask about their feelings later, but first talk about lots of details, they should be you would like to hear the facts about what allowed to do so, as that indicates that the happened. This is especially useful with memories are already very vivid. Other- people who find it difficult to talk about wise, keep the questions more general. their feelings. It also encourages people Next, ask about the feelings they had to tell the full story, which helps them to during the event. If they need prompting, process their experiences. Ask them to pick up on any emotions which they have describe what happened, from beginning already mentioned, or choose a few which to end. Prompt them with questions, if you think they might have experienced necessary: “Where were you? What were and ask about those, e.g., “Did you feel you doing? How did you first know some- any anger, guilt, fear, or helplessness?” Ask, thing was wrong? What happened next?” “What was the worst part for you?” When they have answered this, add, “What were Step 3: The Thoughts During your feelings then?” You might also ask and After the Experience whether they cried at any point and how Ask questions such as, “What was your they have been feeling about the incident first thought when you realized something since it happened. was wrong? What did you expect? What Step 5: Teaching About were your thoughts during the incident? Was there any point at which you thought Normal Symptoms you (or a family member or friend) were After step 4, people are helped to move going to die? What were your thoughts and forward. By this time, they may have men- 464 doing member care well tioned some symptoms of stress which changes which they have noticed in their they experienced during the incident or lives. For example, you might ask, “How shortly afterwards, and perhaps some of do you think the experience has affected these still remain. These might be physi- you?” If their partner or family were also cal symptoms, emotions, behaviors, involved in the incident, it may be appro- thoughts, or beliefs. In step 5, provide priate to ask how they have been affected. information about normal symptoms of Sometimes it becomes apparent that stress. This is important, because people the persons being debriefed feel guilty who think that the symptoms which they about the way they behaved. For example, are experiencing are a sign of inadequacy they may have run away from a crisis in- are more likely to develop further prob- stead of helping other people, or they lems. Those who think, “I must be going might feel that their mistake caused other mad,” or, “I will never get over it,” when people to suffer. It can be appropriate they have intrusive memories of a trau- during this teaching stage to point out that matic event are more likely to have symp- in times of stress, people often respond toms of PTSD one year after the event automatically and in ways that are out of (Ehlers, Mayou, & Bryant, 1998). Among character. In a crisis, we are unable to mission partners, one of the best ways of think as we usually would. Trying to save predicting who will go on to develop prob- oneself can be an automatic instinct, and lems is to find out which people tend to people often make mistakes when under think that they are “overreacting”—these stress. You may be able to reassure them are the people who are likely to develop that what they did is completely under- difficulties (Lovell, 1997). In contrast, standable. If there are major issues of guilt, people who know that it is “normal” to it may be appropriate to recommend that feel tearful or to have sleeping problems they receive counseling. or to get very tired after a period of stress are likely to be kinder to themselves and Step 6: Discussing Coping adjust well. Strategies and Future Planning Step 5 involves explaining that symp- After discussing symptoms of stress, the toms of stress are normal after a major next step is to discuss strategies for cop- change or a traumatic event. It may be ing. Ask participants what usually helps useful to provide a list of common symp- them to relax, and encourage them to do toms of stress, such as the one in the ap- things which help reduce stress reactions. pendix to this chapter, and ask whether For people who are under constant stress the participants have experienced any of or who have very busy lifestyles with little these symptoms (either during the inci- time for relaxation built in, it may be use- dent or since then). Point out that some ful to work through the material in some people do not experience any of these, of the other chapters in this book (espe- and that’s OK, but many people experi- cially the section on Self and Mutual Care) ence at least a few symptoms after a time to identify the underlying causes of stress of stress. These symptoms are normal, and or busyness and to help individuals deal usually they disappear by themselves as with these appropriately. This step is also time passes. If individuals have intrusive the place to discuss the support which is recollections about an experience, they do available to them. Ask about their per- not need to try to push such thoughts out sonal support. Whom can they talk to, of their mind (as that tends to cause more especially about their feelings? intrusive thoughts). It is better just to let Some people find it hard to move on the thoughts come and go, without wor- after a stressful experience. They may stop rying about them or trying to fight them. going out. They may avoid meeting people In some cases, it is useful to ask gen- or getting involved in activities, because eral questions to help people talk about they feel they do not have the energy. If crisis and routine debriefing 465 this behavior persists for a number of ger sense of gratitude or a greater deter- weeks, the individuals are at risk of be- mination to enjoy every day. Some people coming depressed. It can be helpful to report a deeper appreciation of their fam- encourage them gently to start doing some ily or a sense of achievement and self- of the things which they enjoy and to build confidence. up more social contacts. This can be done Ask if they have any other comments gradually, as rest time will also be needed, or questions. If you have planned a fol- but some progress should be encouraged low-up session, mention the details at this so that people feel they are moving on. point. (It can be helpful to follow people Moderate activity (such as walking or up after a few weeks, either in person or swimming) may help to reduce tension, by phone or email.) depression, and fatigue. To close, summarize the debriefing People should be asked about their (perhaps by reminding them that symp- plans for the future. Although it is unwise toms of stress are normal and encourag- to make important decisions immediately ing them to try out strategies for dealing after a stressful experience, it is still use- with their stress). Ask how they are feel- ful to ask about future plans. After a trau- ing now. If appropriate, say that it’s not matic experience, some people lack hope unusual for some people to feel worse at and fulfillment. Asking what they would the end of a debriefing, since memories like to do in the future may help to dis- of the trauma will have been brought to mantle this sense of hopelessness and mind. This is helpful in the long term and prompt them to set new goals. If they is part of the recovery process. Thank them don’t feel hopeless, they may still appre- for sharing their experiences, and end the ciate having someone help them think session (in prayer, if appropriate). about their plans. After everyone has left, evaluate the You should also describe how they can session and think about any lessons you obtain counseling or other professional have learned. Then receive some debrief- support, should they want to receive fur- ing yourself, because it is not easy to lis- ther help. Stress-related symptoms usually ten to difficult experiences. Find someone subside over a period of a few weeks. In- whom you can talk with about any emo- dividuals should be advised to seek pro- tions the session evoked for you. Be sure fessional help if significant symptoms to maintain confidentiality as you talk. persist beyond this or become worse or significantly interfere with their life, work, Debriefing Groups or relationships. Tell them whom they can and Individuals contact (e.g., a specific person at the or- The CID procedure was originally de- ganization or their physician). If they ap- signed to be used with groups. After the pear to require immediate help (e.g., if introductions, each person in turn is asked they are contemplating suicide), arrange to describe what happened to him/her. professional help. After each person has spoken about the facts, the debriefer asks each person in Step 7: Ending the Session turn about his/her thoughts, and so on. The debriefing has focused on the An advantage of the group format is negative aspects of the experience, but that group members have the opportunity there are sometimes also positive aspects. to discover that other people are experi- It is good to give an opportunity to reflect encing similar reactions. This helps people on these, by asking if anything positive realize that they are not “weak,” but merely has come out of this incident, or if they experiencing normal symptoms following have learned anything from it. For ex- an abnormal event. Groups of people with ample, some people state that surviving a shared experience of trauma can be very difficult experience has given them a stron- 466 doing member care well supportive. Each person learns that he/she prevention of mental health problems, but is not alone, and this realization can fa- they added that the “quality of these stud- cilitate recovery. ies was generally poor” (Wessely, Rose, & A group debriefing can also help Bisson, 2000). The debriefing generally people piece together what has happened, lasted for only 20-60 minutes, which was as they gain extra information from oth- probably too short to be of great benefit. ers who were present. This may help to In at least two studies, the debriefing also dismantle negative beliefs such as, “The occurred too soon, within the first 24 problems were all my fault.” In addition, hours after an injury. Relatively inexperi- group debriefing is much less time-con- enced debriefers were often used, and suming for the debriefer than conducting there were several other research difficul- a separate debriefing with each indi- ties. Therefore, it would be wrong to con- vidual.* clude from these findings that debriefing However, there are also many situa- is not beneficial. tions when it is preferable to debrief an One study conducted specifically on individual, a couple, or a family, rather the debriefing of mission partners indi- than a larger group. Sometimes the trau- cates that debriefing may in fact have sig- matic event was only experienced by one nificant health benefits (Lovell, 1999). In person. A mission partner on furlough this study, 33 missionaries who had re- might want to receive debriefing related ceived a routine CID following their return to an incident which took place overseas, home completed anonymous question- and this might only be possible as an in- naires evaluating the debriefing. None of dividual debriefing. Some people feel un- the respondents described the debriefing comfortable speaking about personal as a negative experience, although six felt matters in a group setting. During an in- that it was unnecessary for them. The re- dividual debriefing, there is more time maining 27 (82%) reported that they available to identify coping strategies for found the debriefing helpful or very help- that one person, without pressuring the ful. Forty percent of the respondents re- person to speed up responses to allow ported that there had been a significant time for everyone else to speak. The CID positive change after they had received de- structure can be used with individuals as briefing. For example, they had experi- well as with groups. enced fewer flashbacks afterwards or felt, “It gave me permission to feel the way I What Is the Evidence for was feeling—a sense of release and relief.” the Effectiveness of CID? The respondents also completed a Many papers have been published widely used questionnaire, the Impact of showing that participants report finding Event Scale (Horowitz, Wilner, & Alvarez, the CID process very helpful. It is more 1979). This measures symptoms associ- difficult, though, to assess whether people ated with PTSD. The scores were com- who received a CID are likely to have less pared with responses from a group of 145 severe symptoms of stress afterwards. A returned overseas workers who had not review identified eight studies in which been offered a CID. The results showed people who had experienced a trauma had that 24% of the non-debriefed group were been randomly assigned to receive either experiencing a clinically serious level of individual debriefing or no debriefing. unpleasant intrusive memories about their Taking the eight studies together, the re- experience overseas, compared with only viewers concluded that there was no evi- 7% of the debriefed group. Likewise, 25% dence that debriefing was useful for the of the non-debriefed group reported clini-

* See Fawcett (1999) for further insights concerning group debriefing. crisis and routine debriefing 467 cally significant levels of avoidance, com- something like, “As you look back on the pared with only 7% of those who had been whole experience, what was worst or most debriefed. These differences could not be stressful or troubling for you—either spe- explained by differences such as age, gen- cific events or stressful parts of the expe- der, or different experiences within the rience?” Encourage them to choose about two groups. three issues.

Debriefing Individuals 3. Facts, Thoughts, Feelings After Their Return “Home” Say that you would like to talk through each of the stressful/troubling factors It is possible to consider the whole which have been identified. Ask them overseas experience as a “critical incident” which one they would like to start with. and to use a modification of the CID struc- Take this issue, and ask about the facts, ture for routine debriefing of returned thoughts, then feelings, as you would in mission partners.* The focus should not the traditional CID procedure. Then do be just on traumatic episodes. Day-to-day the same with each of the other issues. stresses should also be considered. A num- Don’t rush! ber of mission partners have said that they found it a great relief to learn that their 4. Any Other Aspect whole experience overseas could be con- You Want to Talk About? sidered as a critical incident. This helped After discussing all of the identified them to understand why they developed topics, ask whether there is anything else stress-related symptoms, although they that the individual would like to speak had not experienced any particular “trau- about. Give an opportunity to talk about matic incident.” I recommend adapting issues which might not fit into the CID the CID structure as follows for routine structure so well—e.g., problems with the debriefing: organization, unmet expectations, the fact 1. Introductions that they were bereaved while overseas, spiritual issues, or any other factor. At the end of the “introductions” stage, ask for some basic details about the work 5. Symptoms overseas, if you don’t already know—e.g., Ask whether they experienced any where they were, how long they were stress-related symptoms at any point while away, what they were doing, and when overseas or since returning home (see they returned “home.” Then invite them appendix). to give an overview of their time overseas, by describing their experiences (in brief). 6. Normalizing and Teaching 2. Identifying What Was As in a standard CID, state that symp- Most Troubling toms are normal and that having them does not mean that they are overreacting. If critical incidents or difficulties were Talk about coping strategies and ways to mentioned during the overview, list these help reduce stress. Where there have been and say that you would like to spend time multiple stressors, processing all of them talking about each one. Ask if there was might not be finished during the debrief- anything else that was troubling or stress- ing. Encourage individuals to continue to ful which they would like to talk about in process their experiences afterwards, and more detail as well. If no particular diffi- talk about how they can do this. Ask what culties emerged during the overview, say support is available to them.

* See Armstrong (2000) on multiple stressor debriefing. 468 doing member care well

7. Positive or need time to rest before taking on further Meaningful Aspects demands or making big decisions. Those who feel guilty about having some time Ask whether there was anything posi- off should be told that rest is strongly tive about their time overseas. Positives recommended after working overseas. may already have emerged during the Failure to rest adequately can lead to sig- overview, in which case you could ask nificant health problems. more about them and ask what was best. If it seems appropriate, a follow-up Was anything learned? Were friendships session can be offered. Also tell them how formed? Were there ways (however small) they can obtain further help (e.g., coun- in which they feel they helped someone seling) if they want it. Point out that al- or made a difference? Are they glad they though they might not want more help went? now, they might decide later that they If they appear to think that their time would like assistance. Ask whether they overseas was meaningless (which is rare), have any questions or anything else they try to explore whether there were any want to say. Occasionally people may ask positive or meaningful aspects at all (e.g., if you would provide some general feed- anything that the organization has learned back to the organization based on their or recommendations that could be made experiences or if you would make a con- to help people in the future). Helping cern known. If this is requested, it can be them to reframe the experience as a mean- very helpful, although you should be care- ingful one may assist in preventing future ful about issues of confidentiality. depression. It may be useful to suggest that they might want to write down any- 10. Close thing positive or meaningful which has Summarize some of the important come out of their experience. If they re- things which have arisen from the session. main entirely negative, professional help Ask individuals how they are feeling now. should be recommended. 8. Returning “Home” Some Issues to Consider Ask how the return “home” has been. 1. Who Should Be Offered If they have not had many previous expe- Personal Debriefing? riences of reentry, discuss “reverse culture shock” and the readjustment process. Pre- Many people say that they did not re- pare them for the fact that some people alize that they would benefit from debrief- might not be interested in their experi- ing until after they had received it (Lovell, ences. A handout or relevant book (e.g., 1999). Nearly everyone can benefit from Jordan, 1992) may be helpful. You may having a skilled listener to help them ex- also be able to direct them to other re- plore their experiences and reactions. Ide- sources and useful information (e.g., in ally, personal debriefing should be offered areas of finance and employment). Ask to every returned mission partner. There about any worries. are two reasons that it should not be of- fered just to those who are known to have 9. The Future experienced a “traumatic incident.” Firstly, Ask about future plans. Some mission the organization is often not aware when partners greatly value discussing their there has been an incident which the in- plans with someone who can bring an dividual regards as traumatic. Secondly, outside perspective. For example, they the whole overseas experience and return may feel under pressure from their orga- “home” can be regarded as a “critical inci- nization to return overseas very quickly, dent” which involves change and stress. and they might value reassurance that they Nearly all mission partners who have been overseas for more than six months report crisis and routine debriefing 469 that there were some stressful parts of the not have to be in a formal debriefing set- experience, and the majority also report ting. Very young children can be given an some difficulties readjusting on their re- opportunity to draw what has happened, turn “home” (Lovell, 1997). or act it out with toys, and to share their If personal debriefing is available only feelings. They should receive reassurance. to those who request it, most people will Older children and adolescents may not request it, either because they think benefit from sharing in a family debrief- that they do not “need” it, or because they ing, and they may also appreciate a sepa- do not want people to think they “have rate debriefing away from their parents. problems.” It is better to arrange debrief- (The parents may also receive a separate ing for everyone, allowing people to “opt debriefing if there are especially sensitive out” rather than “opt in.” Some organiza- details which the children do not need to tions require those who opt out to sign a hear.) Yule (1992) found that children who disclaimer form, stating that they were of- had received debriefing reported fewer fered debriefing but refused. This illus- fears, less avoidance, and fewer intrusive trates how seriously they take debriefing. memories five months after a disaster than When debriefing a team, it is best if children who were not debriefed. everybody in the team attends. If a team If children appear to be experiencing went through a difficult incident and two significant problems following a traumatic members were elsewhere at the time, it is event, it is important to refer them on for wise to invite the members who were ab- further help. The family physician may be sent to join the rest of the group for de- able to refer them to a psychiatrist or a briefing. It will be helpful for them to hear clinical psychologist. For information about what happened. They may have felt about how to help children cope with guilty about not being there to help, or trauma and death, see Goodall (1995) and they may have experienced other strong Kilbourn (1995). feelings which they can share with the When a family has returned home af- group. This will help keep the team from ter a pleasant period of overseas service dividing into separate groups (those who with no traumatic incidents, it can still be were there and those who were not). It is helpful to include the children in a family preferable that no other observers be pres- debriefing. They can be helped to explore ent during a debriefing. People tend to feel the similarities and differences between inhibited if someone has been invited to the cultures they have lived in; their feel- “come and observe.” ings of loss at leaving friends (and perhaps places and possessions they have loved); 2. Debriefing for Children and their attempts to adjust to life in a It is common to attempt to shelter chil- new culture and make new friends. They dren from distress by trying not to men- may have strong feelings (perhaps of an- tion concerns in front of them. However, ger or grief). Foyle (2001) and Pollock and when a family has been involved in a trau- Van Reken (1999) provide some useful matic or stressful experience, even young guidance on helping children and adoles- children can pick up that something is cents with such transitions. Pollock and wrong. It is much more frightening for Van Reken also list organizations which them to know that something is the mat- provide support for children in this posi- ter but not know what (allowing their tion. It should be remembered that the imagination to run riot), than for them to place which is considered “home” by the hear about what is happening and share parents might not be perceived as “home” their own thoughts and feelings. There- by the children. For older children, it can fore, it is best to include children in dis- be a source of great frustration when other cussions about difficulties or changes and people constantly refer to them as having to allow them to ask questions. This does 470 doing member care well

“come home,” when in fact they are now each other. In contrast, when local people in a foreign country. are encouraged to believe that they can do something for themselves, and their 3. Venue and Timing ways of coping are validated, they are likely Debriefing should take place in a com- to feel empowered, enthusiastic, and more fortable, well-lit room where there will be hopeful about the future. As long as the no interruptions. If there has been a trau- practices are not anti-biblical or harmful matic incident, it can be helpful to offer (physically, psychologically, or spiritually), debriefing near the site (as long as it is it may be beneficial to encourage people safe), rather than evacuating people for to use the resources which are already debriefing. The ideal time to debrief mis- available to them, offering any additional sion partners appears to be a few days af- resources to supplement these rather than ter a traumatic incident, or between one replace them. and three weeks after their return “home” Although CID has been used in a vari- (when they have had time to overcome jet- ety of cultures, empirical research on its lag, visit family and friends, and begin to effectiveness in non-Western cultures is readjust). sparse. If it is decided that debriefing should be offered in addition to local 4. Cross-Cultural Issues means of support, one should discuss its Interventions which are offered in the appropriateness first with people from Western world may be inappropriate in that culture. It is important to consider other settings (Bracken & Petty, 1998; whether the process should be modified Ober, Peeters, Archer, & Kelly, 2000; Sum- in order to make it culturally appropriate. merfield, 1999). The definition of what is It is helpful if one of the debriefers is fa- “traumatic” may vary from one society to miliar with the culture of the person who another. For example, the death of a rela- is being debriefed. If the debriefer is not tive in the war front may be experienced from the relevant culture, he/she should as a triumph and not a tragedy if the war at least try to gain an understanding of is seen as a matter of religious significance the culture in advance—including finding (De Silva, 1993). In some cultures, rape out about such issues as the use of eye victims and their families are considered contact and humor, and whether decisions shameful, and the victim may even be put (e.g., concerning further help) tend to be to death if the rape is disclosed. To offer made by individuals or by a group. the victim an opportunity to talk about the In some traditions, people will not cry rape might be terrifying. Even if the issue in front of others or discuss their feelings is not sexual assault, there may be a reluc- openly, as this is perceived as a criticism tance to disclose intimate material outside of God’s will and is believed to weaken a close family setting. Alternatively, people the family in their struggle to survive. may reject offers of psychological help When debriefing someone who holds such because their main concerns are for food, a belief, it would not be helpful to say, housing, safety, and education or employ- “Crying is useful and normal,” as the per- ment. They may feel angry that resources son may conclude that the debriefer is are being “wasted” in offering psychologi- either foolish or a liar. The individual may, cal support when they need help with however, find it helpful during the “teach- more practical matters first. ing” stage to consider the health benefits When “specialists” are brought in to of crying and to look at the place of cry- “help” people after a disaster, local meth- ing in the Bible. This should occur as a ods of coping are sometimes swept aside. discussion, rather than a monologue from This can leave people feeling devalued. In the debriefer. The debriefer should make subsequent occasions of distress, they may every effort to understand the views ex- feel less able to take initiative and support pressed and not cause offense. crisis and routine debriefing 471

In certain cultures, vengeance is rou- question whether debriefing should be tinely sought after a perceived “wrong,” offered at all. Even if there is a possibility and forgiveness is regarded as a weakness. of professional help, one should realize Again, when working within a Christian that it may be considered unacceptable if framework, it might be possible to explore it is based on a worldview which is not in these ideas during the teaching stage. harmony with the beliefs of the individual. It is useful to be aware of any relevant Evaluation is especially important af- rituals which may be observed in a cul- ter debriefing in a new context. One ture, such as rituals concerning bereave- should aim to reflect and learn from each ment. Such rituals may be very helpful new experience. (Lovell, Hemmings, & Hill, 1993). Some communities use story-telling, plays, 5. Providing Answers dance, or music to express emotions A debriefer does not need to provide (Blomquist, 1995). One should also be answers. The purpose is to walk with those aware of the normal stress symptoms in being debriefed until they feel heard and the particular culture. For instance, people until they have begun to integrate the might talk about headaches, abdominal stressful experience into their life and feel pain, and feeling weak rather than discuss- ready to move on. ing emotional pain. Some cultures do not A debriefing is usually not the best even have a word for “depression.” In oth- place to try to respond to spiritual doubts. ers, exhibiting anxiety means loss of face, The person being debriefed may ask ques- so emotional distress is translated into tions such as, “Did God put us there?” or, physical pain. It is helpful to try to under- “Why did God allow this to happen?” A stand what people perceive as the cause quick, easy answer will probably not of different symptoms. For example, help—that would be like putting a little Blomquist (1995) discovered that some tissue on a deep wound. The person may Liberians who experienced flashbacks or be trying to express a feeling (e.g., anger other intrusive thoughts believed that their or confusion) rather than seeking a re- enemies were using supernatural forces sponse. Spiritual insights generally are not to cause them to feel as if they were re- absorbed while individuals are in a stage experiencing a painful event. It helps if of shock or anger. They may need to go the debriefer is aware of such beliefs. through a time of questioning in order to If a translator is to be used, that per- find their own answers and come out son should be selected very carefully. stronger. The debriefer can help simply Translators need the ability to translate by listening and by stating that difficult sensitively, listen patiently, and be able to experiences often do bring up this sort of cope with hearing and repeating distress- question, which takes time to be worked ing information. This process has the po- through. If the ones being debriefed say tential to cause them to feel traumatized that they really want to discuss this mat- themselves, and so they need to be de- ter further, the debriefer can suggest some- briefed afterwards. It should also be re- one who might be able to help. The membered that debriefing through a debriefer should try to be aware of his/ translator doubles the amount of time her own issues and emotions. For in- needed for the debriefing. stance, some people find it difficult to Debriefers should always try to find out cope with spiritual doubts and want to feel in advance what sources of follow-up sup- that they have “fixed it.” They should re- port and professional help are available member that they do not need to “make in the area. It is unethical to raise expec- everything all right.” They should aim to tations of further help when no such as- create an atmosphere where people feel sistance is available. If there really is no able to raise questions and doubts with- possibility of ongoing support, one should out feeling guilty. 472 doing member care well

6. What About Other for His benefit—He already knew what Forms of Debriefing? had taken place. His question gave them the opportunity to tell their story—both The debriefing structure described the facts and their feelings of disappoint- above is not the only effective form of de- ment. Jesus then helped them put things briefing. Other forms such as unstructured into context. debriefing or group debriefing may also
Elijah experienced a death threat be effective, although they have not been (1 Kings 19:2) and fled for his life. He was subject to rigorous research. afraid, and he prayed that he might die. 7. A Biblical Framework Later, after Elijah’s physical needs had for Debriefing been met, God asked what was going on. Elijah told God his story—twice (vv. 10, We are called to care for each other 14). Then God moved Elijah to think (e.g., Isa. 61:1-2; John 13:35; 21:16; 2 Cor. about the future and told him that he 1:3-4; Gal. 6:2). Debriefing is a way of would not be alone because there were showing we care. Listening is central to 7,000 other believers (v. 18). Moreover, debriefing, and the Bible teaches us to lis- God directed Elijah to Elisha (v. 16ff), who ten (Prov. 18:13; James 1:19). In modern would give him more support. society, it can be difficult to find someone
A woman who had been bleeding willing to make time to really listen. Mis- for 12 years (possibly following trauma) sion partners often feel isolated. Listen- touched Jesus (Luke 8:43-48). He asked, ing breaks down this isolation. The Bible “Who touched Me?” Why did He ask? Not affirms that there is a place for both re- to embarrass her, but to allow her to tell viewing the past together (Isa. 43:26) and her story, so that she would gain emotional moving on to new things (Isa. 43:19). Both healing as well as physical healing. occur during debriefing. Debriefing involves teaching that emo- 8. The Context tions are normal and valid. The Bible also Finally, it is vital that we realize that teaches this. Ecclesiastes 3:4 reminds us debriefing alone is not enough to ensure that there is “a time to weep and a time to that mission partners are receiving ad- laugh.” The Bible contains plenty of an- equate care. Debriefing should be just one ger, fear, and tears (e.g., in the Psalms). component of a package of care (Gamble, Jesus did not condemn a man who admit- Lovell, Lankester, & Keystone, 2001), in- ted unbelief, but allowed him to express cluding: this (Mark 9:24). He taught by example
Careful selection and placement. that it was all right to cry (Luke 19:41; John
Adequate training (about the rel- 11:35; Heb. 5:7). He expressed anguish evant culture, culture shock, conflict reso- in the Garden of Gethsemane and said that lution, negotiation skills, problem solving, His soul was “overwhelmed with sorrow” working in teams, etc.) and medical prepa- (Matt. 26:38). In past times and different ration (vaccinations, etc.). cultures, people have known that it is
Security briefing, including teach- normal to feel certain emotions after ing on do’s and don’ts to increase safety, trauma. Today, some people need to be and written contingency plans to be fol- told this explicitly. lowed in the case of evacuation, hostage Here are some biblical examples of taking, or other crises (see Goode, 1995); components of debriefing (or telling one’s also a briefing on dealing with stress and story): critical incidents.
After the crucifixion, two disciples
Ongoing support while on assign- were walking down the Emmaus Road ment. (Luke 24:13-24). Jesus joined them and
CID following any traumatic inci- asked what had happened. That was not dent. crisis and routine debriefing 473

Preparation for return “home”; de- Emotional briefing one to three weeks after return-
Depression ing home.
Tearfulness or feeling a desire to cry but
Follow-up; continuing care/referral being unable to for further help if required.
Mood swings
Anger (at self or others) Reflection and Discussion
Agitation
Impatience 1. How much responsibility do mis-
Guilt and shame sion organizations have to provide debrief-
Feeling helpless and inadequate ing for their mission partners?
Feeling different or isolated from others 2. When and how should people be
Feeling shocked offered routine debriefing—e.g., indi-
Feeling overwhelmed or unable to cope vidual or group, before or after they re-
Feeling rushed all the time
turn home? Anxiety (feeling fearful, tense, nervous)
3. What scriptural passages support Panics and phobias
Loss of sense of humor some of the components of Critical Inci-
Boredom dent Debriefing?
Lowered self-esteem 4. How might the Critical Incident De-
Loss of confidence briefing model be adapted for different
Unrealistic expectations (of self and cultures in which you or your organiza- others) tion work?
Self-centeredness 5. When might debriefers need to take
Insecurity a break from debriefing?
Feeling that life is a waste of time and there is no point bothering Appendix
Feeling vulnerable
Feeling worthless Common Symptoms of Stress Behavioral
Withdrawal from others or becoming Physical dependent on them
Tiredness
Irritability and cynicism
Difficulty sleeping
Critical attitude
Nightmares
Lack of self-care
Headaches
Nail biting
Back pain
Picking at spots
Inability to relax
Speaking in slow, monotonous voice or
Dry mouth and throat fast, agitated speech
Feeling sick or dizzy
Taking unnecessary risks
Sweating and trembling
Trying to do several things at once
Stomachache and diarrhea
Lack of initiative
Loss of appetite or overeating
Working long hours
Feeling very hot or cold
Poor productivity
Pounding heart
Loss of job satisfaction
Shortness of breath
Carelessness
Shallow, fast breathing
Absenteeism
Hypervigilance
Increased smoking or use of alcohol or
Frequent need to urinate drugs
Missed menstruation
Promiscuity or loss of interest in sex
Increased risk of ulcers, high blood
Excessive spending or engagement in pressure, coronary heart disease other activities to try not to think about the stress 474 doing member care well

Sitting doing nothing or spending a lot debriefing: Theory, practice and evidence of time in bed (pp. 290-301). Cambridge, UK: Cambridge
Self-harm or suicidal behavior University Press. Blomquist, C. (1995). A community of care: Thoughts Ministry to children in war. In P. Kilbourn
Difficulty concentrating and remember- (Ed.), Healing the children of war (pp. 215- ing 224). Monrovia, CA: MARC.
Difficulty making decisions Bracken, P., & Petty, C. (Eds.). (1998). Rethink-
Putting things off ing the trauma of war. London, UK: Save
Thinking in “all or nothing” terms the Children/Free Association Books.
Extreme sensitivity to criticism Davidson, S. (1997). People in Aid: Code of best
Self-critical thoughts practice. London, UK: Overseas Develop-
Doubting own ability and that of others ment Institute.
Inflexibility De Silva, P. (1993). Post-traumatic stress disor-
Loss of interest in previously enjoyed ders: Cross-cultural aspects. International activities Review of Psychiatry, 5, 217-229.
Pessimism
Preoccupation with health Dyregrov, A. (1989). Caring for helpers in di-
Expecting to die young saster situations: Psychological debriefing.
Trying to avoid thinking about problems Disaster Management, 2, 25-30.
Intrusive thoughts about difficulties Ehlers, A., & Clark, D. (2000). A cognitive
Confusion and disorientation model of posttraumatic stress disorder.
Feeling that time has slowed down or Behaviour Research and Therapy, 38, 319- speeded up 345.
Hindsight thinking (“Why didn’t I…”) Ehlers, A., Mayou, R., & Bryant, B. (1998). Psy-
Hopelessness chological predictors of chronic posttrau-
Suicidal thoughts matic stress disorder after motor vehicle accidents. Journal of Abnormal Psychol- Spiritual ogy, 107, 508-519.
Spiritual dryness—no excitement Esterling, B., Antoni, M., Fletcher, M., Margu-
Lack of thanksgiving lies, S., & Schneiderman, N. (1994). Emo-
Unforgiveness tional disclosure through writing or
Bitterness speaking modulates latent Epstein-Barr
Feeling far from God virus antibody titers. Journal of Consult-
Difficulty reading Bible or praying ing and Clinical Psychology, 62, 130-140.
Changes in beliefs Fawcett, G. (1999). Ad-Mission: The briefing
Legalistic, ritualistic and debriefing of teams of missionaries
Anger at God and aid workers. Harpenden, UK: Author.
Doubts Foyle, M. (2001). Honourably wounded: Stress
Questioning the meaning of life among Christian workers. London, UK:
Loss of purpose Monarch Books.
Giving up faith
Despair Gamble, K., Lovell, D., Lankester, T., & Key- stone, J. (2001). Aid workers, expatriates References and travel. In J. Zukerman & A. Zukerman (Eds.), Principles and practice of travel American Academy of Child and Adolescent medicine. Chichester, UK: John Wiley & Psychiatry (1999). Children and family Sons. moves (Handout 14). Washington, DC: Global Connections (1997). Code of best prac- AACAP. www.aacap.org/publications/ tice in short-term mission. London, UK: factsfam/fmlymove.htm. Global Connections. Armstrong, K. (2000). Multiple stressor debrief- www.globalconnections.co.uk. ing as a model for intervention. In B. Goodall, J. (1995). Children and grieving. Lon- Raphael & J. Wilson (Eds.), Psychological don, UK: Scripture Union. crisis and routine debriefing 475

Goode, G. (1995). Guidelines for crisis and Summerfield, D. (1999). A critique of seven contingency management. International assumptions behind psychological trauma Journal of Frontier Missions, 14, 211-216. programmes in war-affected areas. Social Horowitz, M. (1975). Intrusive and repetitive Science and Medicine, 48, 1449-1462. thoughts after experimental stress. Ar- Taylor, W. (Ed.). (1997). Too valuable to lose: chives of General Psychiatry, 32, 1457- Exploring the causes and cures of mission- 1463. ary attrition. Pasadena, CA: William Carey Horowitz, M., Wilner, N., & Alvarez, W. (1979). Library. Impact of event scale: A measure of sub- Wessely, S., Rose, S., & Bisson, J. (2000). Brief jective distress. Psychosomatic Medicine, psychological interventions (“debriefing”) 41, 209-218. for trauma-related symptoms and the pre- Janoff-Bulman, R. (1992). Shattered assump- vention of post traumatic stress disorder tions: Towards a new psychology of trauma. (Cochrane Review). In The Cochrane Li- New York, NY: The Free Press. brary, Issue 3. Oxford, UK: Update Soft- Jordan, P. (1992). Re-entry. Seattle, WA: YWAM. ware. Kilbourn, P. (Ed.). (1995). Healing the children Yule, W. (1992). Post-traumatic stress disorder of war. Monrovia, CA: MARC. in child survivors of shipping disasters: The sinking of the “Jupiter.” Journal of Psycho- Lovell, D. (1997). Psychological adjustment therapy and Psychosomatics, 57, 200-205. among returned overseas aid workers. Unpublished doctoral dissertation, Univer- sity of Wales, Bangor, UK. ———. (1999). Evaluation of Tearfund’s criti- cal incident debriefing process. Internal paper produced for Tearfund, Teddington, UK. Lovell, D., Hemmings, G., & Hill, A. (1993). Bereavement reactions of female Scots and Swazis. British Journal of Medical Psychol- ogy, 66, 259-274. McConnan, I. (1992). Recruiting health work- ers for emergencies and disaster relief in developing countries. London, UK: Inter- national Health Exchange. Mitchell, J. (1983). When disaster strikes: The critical incident debriefing process. Jour- nal of the Emergency Medical Services, 8, 36-39. Ober, C., Peeters, L., Archer, R., & Kelly, K. (2000). Debriefing in different cultural Debbie Lovell Hawker is a clinical psycholo- frameworks: Responding to acute trauma gist working for the University of Oxford, in Australian Aboriginal contexts. In B. England. She spends part of her time working Raphael & J. Wilson (Eds.), Psychological with mission partners, providing psychologi- debriefing: Theory, practice and evidence cal assessments, individual and group debrief- (pp. 241-253). Cambridge, UK: Cambridge ing, and longer-term treatment. She provides University Press. supervision for a number of mission and de- Pennebaker, J., & Beall, S. (1986). Confront- velopment organizations and also makes ing a traumatic event: Toward an under- short overseas trips each year to provide mem- standing of inhibition and disease. Journal ber care on the field. Qualifications: B.A., of Abnormal Psychology, 95, 274-281. Ph.D., D.Clin.Psy., C.Psychol. Email: debbie. Pollock, D., & Van Reken, R. (1999). The third [email protected]. culture kid experience. Yarmouth, ME: Many thanks to Marjory Foyle and Gra- Intercultural Press. ham Fawcett for their helpful comments on the first draft of this chapter.

45

R W O K C A E T R N LIS E C I A T CA PE R S E DE R C N A R E E S C LF AR E E S MASTER -----M -----

E U CARE R T U A A L C

Human Rights Wilfred Advocacy in Missions Wong

“ I just returned from Sulawesi yesterday, where I met Mission personnel with leaders who oversee about 2,000 church planters, pas- can play a key role tors, and evangelists in the Maluku islands, Indonesia. They have lost about 100 workers in the last several months. in supporting Some were burnt alive and others cut to pieces. One evan- the persecuted church. gelist had his head cut off and placed in a public place with his genitals in his mouth. One pastor lost his children and The seven guidelines grandchildren. Another pastor was forcibly circumcised for advocacy along with his children, including his five-year-old girl. I am just so overwhelmed with pain in my heart. As I sat in this chapter, with them, I couldn’t bear to listen. But even more painful along with is what one pastor asked me: ‘Why doesn’t anyone care for us?’” * the case study, There is nothing new about the persecution of Chris- illustrate how to tians. Such actions have taken place since the birth of the church 2,000 years ago. More Christians have been impris- provide practical help oned, tortured, and killed for their faith in the 20th and to those who are 21st centuries than at any other time in the church’s his- tory. The intensity of anti-Christian persecution during the suffering because of 20th century gave rise to various organizations working to their religious faith. assist the suffering church in different ways, including the smuggling of Bibles and other Christian literature, the sup- ply of humanitarian aid, and human rights advocacy. To engage in human rights advocacy is basically to raise concerns about human rights violations and to call on the responsible government to rectify this injustice. It also in- volves getting parliamentarians, governments, and mem- bers of the public in other countries to put pressure on the responsible government to end the human rights violations.

* Report from Beram Kumar, Member Care Network/Malay- sia, February, 2001. Used by permission.

477 478 doing member care well

Human rights advocacy can be done at Arabia, China, Laos, Vietnam, Indonesia, different levels, ranging from very public Sri Lanka, India, Nepal, and Egypt. Mis- and strong pressure to quiet negotiations, sionaries often find that the growth of the to persuade a government to stop the church in their mission field invites the human rights abuses. Some examples of escalation of religious persecution. This human rights advocacy organizations are is not surprising, given that there are both Jubilee Campaign, Christian Solidarity demonic and earthly forces deeply op- Worldwide, and Amnesty International. posed to the spread of the gospel. I work with the Jubilee Campaign, a non-profit organization that was set up in Solidarity With Christians 1986 to campaign for persecuted Chris- tians around the world. We started dur- As Christians, I believe we must show ing the Cold War, and inevitably many of solidarity with other believers who are fac- the cases we took on during this period ing persecution. Failing to do what we can originated in the Communist world. Much to try to help them in their time of need is has changed since the break-up of the akin to failure to help the wounded Soviet Union and the fall of Communist stranger on the road. I desire to behave governments in Eastern Europe. For a like the Good Samaritan, rather than like while, it was thought that perhaps there the “religious” people who simply walked would be much less anti-Christian perse- by and ignored the stranger’s—their cution in the world, but today we see just neighbor’s—plight. If in God’s eyes we the opposite with the rise of Islamic mili- owe a fraternal duty of care to strangers tancy (as in the horrific cases mentioned who do not even share our faith, we owe above), Hindu extremism, and die-hard an even stronger duty to fellow members Communist regimes in Asia continuing to of the body of Christ. In 1 Corinthians oppress Christians. 12:25-27, we read: “so that there should It’s not all doom and gloom, though. be no division in the body, but that its parts One reason that there is persecution in should have equal concern for each other. so many different countries today is that If one part suffers, every part suffers with the church is expanding its frontiers it; if one part is honored, every part re- throughout the world. More than at any joices with it. Now you are the body of other time in the history of Christianity, Christ, and each one of you is a part of it.” we can truly regard the church as a global We are called to identify with the suf- community. It is because the church is fering of other Christians to the point that growing in places traditionally hostile to we suffer along with them. Now that’s real the gospel that the backlash of persecu- empathy! These words were not high- tion occurs in many of these locations. flown ideals written from the perspective Governments or religious extremists feel of an armchair observer, but they arose threatened by the spread of Christianity out of the crucible of the Apostle Paul’s and try all sorts of methods to stop its own immense suffering in the face of per- growth. Tactics range from murder and secution. It seems to me that Paul’s iden- genocide, as in Sudan, to more subtle mea- tification of believers with Christ’s body sures, such as the introduction of restric- may have stemmed from his dramatic con- tive laws on church registration, which is version experience on the road to Dam- common in a number of Central Asian ascus, where Jesus clearly identified countries. Himself as being one with His suffering Today, the list of countries where Jubi- followers. “Saul, Saul, why do you perse- lee Campaign is advocating for persecuted cute me? … I am Jesus, whom you are Christians is long. It includes Sudan, persecuting” (Acts 9:4-5). Jesus could have Pakistan, Uzbekistan, Turkmenistan, Saudi said that Saul was persecuting His follow- ers, but instead He said that Saul was per- human rights advocacy 479 secuting Him. Jesus identifies Himself as which we can help are through prayer, ad- one with His suffering church. vocacy, and giving. In this chapter, I will In Galatians 6:9-10, Paul offers these concentrate on human rights advocacy in instructions: “Let us not become weary in missions settings. doing good, for at the proper time we will reap a harvest if we do not give up. There- Advocacy for Christians fore, as we have opportunity, let us do good to all people, especially to those who Human rights advocacy is not just belong to the family of believers.” Cer- about human rights; it is also a key form tainly we must do good to all, but we are of mission support. It involves speaking especially called to do good to other Chris- out against injustices and trying to have tians. Galatians 6:2 states, “Carry each such situations rectified. We believe in a other’s burdens, and in this way you will God of justice (Isa. 30:18), whose proph- fulfill the law of Christ.” This letter was ets, like Amos, uncompromisingly called written to believers, enjoining them to for justice (Amos 5:24). It thus amazes me bear one another’s burdens. when Christians think that closing one’s When Christians are persecuted, the eyes to injustice is somehow the more body of Christ, Jesus Himself, is also be- “spiritual” thing to do. Human rights ad- ing assaulted. We should not stand idly vocacy is not about seeking political by when Christ is under attack. We are power; it is about seeking justice. It should called to identify closely with the suffer- not be considered any more political than ing of our fellow believers and to be espe- the prophetic utterances of Amos, Elijah, cially mindful of doing good to them. Isaiah, or any of the other prophets of the It is not right to assume that persecu- Bible. tion is always good for the church. If that In my 10 years of advocacy work for were the case, the devil would have the persecuted church, I have seen many stopped using persecution as a weapon a situations of persecution resolved and long time ago. The devil is evil, but he is Christian mission strengthened. Prisoners not stupid. Although God sometimes have been released, Bibles were allowed brings good results out of persecution, to be delivered, Christian organizations there are also many cases in which such have been registered, and killings were re- attacks weaken the growth of the church. duced or stopped altogether. As with most Take, for instance, Egypt, Turkey, and things, we cannot claim that human rights North Africa, where more than a millen- advocacy is always successful, and we must nium ago there were large numbers of always combine advocacy with prayer, but Christians. After the Islamic invasion and it works more often than most missionar- occupation of these lands, there has been ies seem to realize. In the end, I believe a long period of persecution and discrimi- God wants us at least to try to help our nation. Although today there are still fellow believers in their time of need, even Christian communities in these countries, if we fail to achieve any results. they are not of the size that they once Missionaries have a key role to play in were. human rights advocacy by carefully and I believe that in the end only God accurately communicating relevant infor- knows whether a particular situation of mation about anti-Christian persecution persecution will weaken or strengthen the and discrimination to the outside world. church. It is not for us to try to guess the Groups like Jubilee Campaign will do the outcome. The Scriptures do call on us, overt advocacy work, communicating with however, to assist our fellow believers in parliamentarians and governments. Mis- whatever way we can, bearing their bur- sionaries must usually stay in the back- dens and standing together with them in ground, quietly supplying information their time of need. The three ways in about religious persecution or discrimina- 480 doing member care well tion to human rights advocacy groups, so 5. Consider contacting a lawyer if a as not to jeopardize their own safety or person is being detained—someone who permission to stay in the country. There is may already be known to the person, sym- no need for missionaries to take on an pathetic to the case, and able to help. overt advocacy role; their main and very 6. Consider approaching any locally crucial contribution to the process of se- based people (such as sympathetic dip- curing justice is to supply the relevant in- lomats in the foreign embassies or local formation. human rights groups) for assistance. But be sure that these people are trustworthy, Guidelines to and bear in mind the implications that Help With Advocacy their involvement may have for your own security. I now present seven guidelines about 7. Consider whether the person has how one can prepare for and respond to any dependents who may need assis- crises on the mission field. This is not an tance as a result of the crisis; e.g., the exhaustive list covering every conceivable person may be in prison and unable to contingency. I will emphasize how best to provide for the family’s needs. It is usu- gather, verify, and communicate informa- ally better for funds to be channeled tion and how best to be prepared for ad- through the local church/fellowship, via vocacy situations. the approval of the leader, unless there Overview of the are exceptional circumstances. Seven Guidelines Typical Scenarios 1. Pray for God’s guidance. If pos- and Information Needed sible, get others to pray and fast about the There are many types of situations in situation and for you while you take ac- which persecution or discrimination oc- tion. curs: imprisonment, sectarian violence, 2. Identify possible sources of in- harassment, extra-judicial execution, psy- formation. Verify the information by get- chiatric detention, and laws restricting ting independent corroboration of the religious freedom. Here is the type of in- facts. When a problem is starting to arise, formation that is needed for each of these start to gather the relevant facts, in case situations. advocacy needs to be used and for the pur- poses of informing others so they can pray. 1. Imprisonment 3. Discuss with the appropriate per-
Full name of the prisoner. son the issue of authorization for advo-
Age and sex of the prisoner. cacy or whatever course of action needs
Identity card number and/or pass- to be taken. The best people to give au- port number of the prisoner. thorization are, first, the person/victim,
Reason for imprisonment—both then the closest immediate family of the the real reason and the officially given rea- person, and then the leader of the church/ son. fellowship group to which the person be-
Location of the place of detention. longs.
Whether any torture or other form 4. Communicate the information of mistreatment is taking place. and a request for prayer and action (if au-
Whether the prisoner has any seri- thorization has been given) to the relevant ous physical or mental health problems. contacts in as speedy and secure a man-
Whether the prisoner has been al- ner as possible. Follow this initial contact lowed any legal advice and representation. with further updates as more information
If a court appearance is scheduled, is obtained and as the situation develops. when and where it is to take place. human rights advocacy 481

Whether the prisoner has been per- Complaints that the security forces secuted by the authorities in the past and, were slow to protect Christians facing sec- if so, how. tarian violence are common. But for such
Whether a sentence has already claims to be credible, there needs to be been passed; what the sentence is. some clear evidence that the authorities
Whether the prisoner is under pres- failed to respond as they should have. sure to give up his/her faith.
Photograph of the prisoner. 3. Harassment of Christians
Any other information you think Harassment can take many forms, from may be relevant. There is never too much repeated interrogation and beatings to information! sexual assault. It is rare that you will be able to obtain
Name of the person facing harass- all of the above information in a short ment. time. The important thing is to get the es-
Age and sex of the victim. sential minimum of information out first
Physical and mental health of the for advocacy, if that is what is needed. The victim. following are the minimum items needed
Nature of the harassment—includ- for effective advocacy: ing its frequency, dates, and location.
Name of the prisoner.
Name and rank of the officers car-
Real reason for detention—e.g., be- rying out the harassment. cause of religious activities—in order to
Name and location of the station show that the person is not being detained where the officers involved are based. on any reasonable grounds.
Reason for the harassment.
Location where the prisoner is be- 4. Extra-judicial execution ing held. If the specific location is not avail- able, then at least the general location
Nature of the killing and the circum- should be given. Even in the complete stances surrounding it. Include where it absence of knowledge of the prisoner’s took place, the method used, and the date location, the case can still be raised with of the killing. the government, if it can be shown that
Full name and occupation of the vic- the authorities are responsible for the tim. detention. If not, pressure could be put
Age and sex of the victim. on the government to locate the detainee
Likely reason that the authorities as a matter of urgency. may have wanted to kill the victim, e.g.,
Clear authorization for advocacy evangelism. (this will be dealt with in more detail be-
Whether there was a past history of low). persecution against the victim, what the nature of the persecution was, and when 2. Sectarian violence it happened. Whether any threats were against Christians made against the person, the date when
Casualty figures—including names any such threats were made, and the na- of the casualties unless too numerous. ture of the threats.
Nature and extent of property dam-
Where/with whom the victim was age. last seen alive and what he/she was doing
Date and time of the incident. at the time.
Response of the police/security
Any evidence whatsoever which forces to the outbreak of violence. This throws suspicion on the authorities as includes how long they took to react, any having been responsible for the killing, reasonable justification for a slow re- e.g., the authorities refuse to allow an in- sponse, what they did, and what they dependent autopsy on the victim and in- failed to do to help. sist on a quick burial, or the victim was 482 doing member care well last seen alive with members of the secu-
Past history of the victim’s health rity forces. If the authorities are not sus- record, both mental and physical. pects, then is there any evidence which
Full name of the victim. sheds any light on who might have car-
Sex and date of birth of the victim. ried out the killing?
Date of admission to the psychiat-
Whether there has been a past pat- ric ward and the name and location of the tern of extra-judicial executions against hospital. Christians in that country.
Official reasons given for the psy-
Whether there are any other Chris- chiatric detention and how long they in- tians in particular who might be in dan- tend to detain the person. (Copies of ger of being killed next. If this is the case, medical certificates and the order to com- measures should be taken to try to en- mit the person to a mental institution hance their security. These could include: would be helpful.)
Getting others to pray for them.
The real reason for the psychiatric
Ensuring they are not left unaccom- detention. This has to be deduced from panied. the circumstances.
Considering whether to get an ad-
Whether anyone independent of vocacy group like Jubilee to raise the authorities has had a chance to check concerns about their safety with the the victim and, if so, what his/her qualifi- government of that country. (By cations and assessment of the victim are. doing this, we might put pressure (Likewise here, the written observations on the government to ensure that of the health care professional would be nothing happens to the Christians, useful.) since the government would be
Conditions in the ward where the held directly responsible if anything person is kept and what sort of drugs are happens.) being administered. (If possible, name the
Varying their patterns of movement drugs, size of doses, and regularity of in- and being discreet about what their take.) Try to assess the threat to the program is. victim’s physical and mental health. 5. Psychiatric detention 6. Laws restricting In such cases, governments often try religious freedom to disguise their imprisonment of a per- It is common that those who wish to son by putting him/her in a psychiatric stem the activities of Christian mission ward. The dangers involved in such de- work would introduce laws to that effect. tention include the possible harm the vic- Unfortunately, what often happens is that tim may suffer at the hands of other mental the laws are passed or are close to being patients and how the forced infusion of passed before the Christians in the coun- drugs into the victim might harm his/her try are fully aware of the implications or mental and physical health. take action on the matter. One is likely to In cases of psychiatric detention, Jubi- end up with a situation of “too little, too lee usually challenges the authorities’ as- late.” sessment of the patient and requests that In practice, it is much harder (though an independent psychiatrist be able to certainly not impossible) to have a law access the patient. This approach tends to amended or repealed when it has already put the government in a corner. They been passed, rather than when it is still should have no reasonable grounds for going through the legislative process. For objection to such a medical check-up, this reason, it is essential to get lobbying since the patient has normally not been action going as soon as possible when a technically charged with any offense. The problem is perceived. As soon as you are following information is useful: human rights advocacy 483 aware of a law being proposed to curb
The provisions in the constitution religious activities, it is normally wise to that exist for safeguarding religious free- try immediately to find out as much as dom. possible about such proposed legislation.
The legal process available in the This includes getting a copy of the bill and country for challenging laws which violate any discussion paper that may have been human rights—e.g., challenging a law as written about it. If you find that the au- unconstitutional because it contravenes thorities are, without reasonable cause, the safeguards in the constitution dealing unwilling to let you see the bill or to con- with religious freedom. sult with the church on the proposed laws, Please note that it is wise to have infor- this can often be taken as a sign that some- mation about the constitution and legis- thing detrimental to religious freedom is lative procedures even before any attempts contained in the proposals. are made to pass restrictive laws, just in In such a case, you should seriously case such action does happen. It is also consider requesting advocacy on the issue prudent to monitor as best as one can the of the government’s reluctance to be open national and local government’s attitude about the laws they are proposing. This to religious freedom, so as to identify might place some pressure on them to quickly in the early stages any attempts to ensure that they do not introduce unrea- curb religious liberty. sonably restrictive laws, since they will be aware that parts of the international Verification of Information community are watching developments Insofar as you are able, verify the in- closely. The following information is use- formation you have received. One way of ful to have with regard to possible restric- doing this is by getting corroboration of tive laws: the facts regarding the persecution. Cor-
The impact that the law would have roboration should come from a source on a whole range of religious activities, that is separate from the source from such as: which you first got the information. If the
evangelism sources did not get the information by
printing Christian literature witnessing it firsthand, then check that
distributing Christian literature they did not both get it from the same
obtaining a meeting place for Chris- source, because if that common source tian worship was tainted, then both sources will be re-
setting up a church or other type porting inaccurate information. of Christian organization Before making inquiries, bear in mind
training Christian clergy that you must be cautious about question-
inviting foreign Christians to come ing people who might not be at all sym- and assist the local church pathetic with your ministry and who may
conducting a Christian meeting in be suspicious about your interest in the one’s own home case. Once you have verified the informa-
Whether there has been any consul- tion and ascertained that advocacy might tation with Christian leaders about the be needed, the next step is to obtain au- proposed laws. thorization.
The government’s intentions be- If the authorities announce that a pris- hind introducing such laws. oner has been released or that a situation
The laws’ stage in the legislative of persecution has been resolved, do not process and when they are expected to be simply take their message at face value but passed. It would also be very useful to give seek independent verification. Jubilee a general description of the stages that a Campaign’s experience has indicated to bill goes through before it becomes law. us that governments sometimes falsely announce prisoner releases in order to 484 doing member care well stop the human rights campaign that has if a person is frail and elderly and has been been taking place for the prisoner. imprisoned in very harsh conditions, there Wherever possible, consider getting is a danger that he/she may die as a result photos or films which may be useful in of the imprisonment. Such circumstances communicating the issue to the outside usually lean in favor of a need for urgent world. For example, where sectarian vio- advocacy. Similarly, a victim who has a lence has taken place, a video or photos heart problem or who is in need of medi- of the damage done may be useful. Docu- cation which is denied in prison would mentation may also be helpful as evidence be a likely candidate for urgent advocacy. of persecution, such as court papers, let-
The nature of the government of ters from the police, and summons to the the country where the persecution is tak- victim to report to the authorities. ing place. How has the government re- sponded in the past to being lobbied over Authorization human rights cases? How sensitive are they Advocacy is not necessarily appropri- about their reputation in the West? ate for every situation, but at the least, it
The chances that advocacy over this should be seriously examined and should case may worsen the situation for the vic- not be dismissed without being given tim or jeopardize anybody else. (Note that proper consideration. Ideally, authoriza- the standard practice of Jubilee Campaign tion should be sought from the victim of is not to cite sources, in order to protect the persecution. However, this is often dif- them.) ficult, because the victim is likely to be in detention. In such a case, authorization Communication can be sought from the immediate family of Information of the victim. This would be the spouse Communicate the information and or, in the absence of a spouse, the par- authorization to the necessary contact(s) ents of the victim. If neither parent is alive, in as speedy and secure a manner as pos- anyone who would be considered “next sible. The paramount consideration in all of kin” can be contacted. However, this communications is security, if the person effort should be done within reason, and communicating the information is in the only immediate family would normally be country where the persecution has taken approached. It is important to note that place. It is usually much better to com- in some circumstances, the family mem- municate in writing, for the sake of clarity bers might not have the best interests of and in order to prevent any misunder- the victim at heart. An example may be if standings from occurring. the victim is a convert to Christianity from Unfortunately, mail, fax, and email can Islam, and the family members are Mus- all be intercepted, and phone lines can lim with an antagonistic attitude towards be tapped. Even couriers can be searched. the victim. If none of the immediate fam- Encrypted email is not foolproof, and it ily is suitable for giving authorization, then might arouse suspicion by the fact that it the leader of the church/fellowship group is encrypted. The communicant must de- of which the victim was a member should cide which is the safest means of sharing be asked for authorization. the information under the circumstances. Although mission workers may not be Such means of communication should be the appropriate ones to give authorization considered before an emergency arises, for advocacy, they may have to advise on both to save time and because clear think- the factors determining whether advocacy ing may be difficult once one is under should be sought. Some of these factors pressure to communicate the message as are as follows: quickly as possible.
The gravity of the persecution and whether it is life-threatening. For instance, human rights advocacy 485

If we have received authorization from The effect will vary from one local situa- the relevant persons, the information is tion to another. then communicated to parliamentarians with whom we work. They will raise these Financial assistance issues with the British government and Jubilee has given financial assistance with the government of the country of con- to persecuted Christians in the past, cern. In major cases, we will attempt to through our charitable organization, Ju- get the British government to lobby their bilee Action. Factors which determine colleagues in Europe so as to have the whether to give such help include: European Union raise the case with the
The amount involved. relevant government as well. The informa-
The reputation of the person who tion will also be communicated to Jubi- would receive the assistance. lee’s branches in the United States and
Whether authorization has been Holland, who will do similar campaign- given by the leader of the local church or ing in these countries. The information Christian fellowship to which the recipi- may also be shared with our supporters ent belongs (in some cases, this may be to get them to pray and write to their Mem- a tentmaker). Unlike the situations de- ber of Parliament about the persecution scribed above, the ideal person to give au- case. Where the case is not too sensitive thorization for financial assistance is not and publicity may help by increasing pres- the person in need but the leader of the sure on the authorities, the information local church, unless there are circum- will be shared with the media in an at- stances to indicate that this person may tempt to get them to cover the issue. It is not be able to deal with the issue objec- a fact of life that governments generally tively or unless security reasons are in- tend to take issues more seriously when volved. Of course, whatever the recipient they see them covered in the media. says will be taken into account as well. Where possible and appropriate, we pre- Some Further fer to give the money through the local Points to Consider church or fellowship. Contraindications for help
The circumstances of the need which the person has. In some cases, visits by foreigners to
How the gift of money might affect local Christians being persecuted for their the recipient’s position, including his/her faith may actually worsen their situation, security. (In some countries, to receive because of the perception that they are money from foreigners can provoke the colluding with foreigners. It is important authorities.) to consider the local situation and con- sult with trusted locals before any such Legal assistance move is made. In some cases, it may be Where legal assistance is needed, it is wiser to ask sympathetic family members normally better for the aid-giving organi- to do the necessary visiting instead, since zation to pay the lawyer directly, rather a visit from one family member to another than to give the money to the victim to is rarely likely to cause suspicion. Likewise, pay to the lawyer. This normally makes the getting Christians to write to a Christian transaction simpler and ensures that the in detention might give the people detain- lawyer promptly receives the money set ing the prisoner the impression that the aside for legal expenses. Likewise, if a large detainee has many concerned supporters amount of money needs to be paid to a around the world. This could either en- third party by the victim for services ren- hance the person’s protection, or it might dered, it is better for the funds to be paid lead to further persecution, because of the directly to the creditor by the aid-giving perception of consorting with foreigners. organization. If it is appropriate, this 486 doing member care well should be done through the local church. going conversion, distributing Christian All the above are simply guidelines, and literature, etc. The research should in- account has to be taken of security con- clude finding out whether there are any siderations and the best way of transfer- processes for redress—e.g., challenging ring money, since in some countries the unjust laws in the constitutional court or banking systems are very slow in handling complaining to the human rights minis- the transfer of money from overseas. try.
Collating information about names, Be Prepared addresses, email addresses, fax numbers, and telephone numbers of key political More thought and preparation should leaders who may need to be lobbied in be given to dealing with emergencies in the event of a crisis. Obviously, if the cri- the mission field. In the event of a crisis, sis is very urgent, then it is far better for speed is usually crucial, and lack of prepa- letters to be sent by fax rather than by mail. ration can lead to unnecessary delays or These key leaders would normally include terrible mistakes. A day in prison may seem the following: like a year for someone undergoing per-
President or equivalent head of secution, so there needs to be a sense of state urgency in responding. Preparation for
Prime Minister possible crises in the mission field can
Foreign Minister include:
Minister of the Interior
Training of mission workers in cri-
Minister of Justice sis management, especially with simula-
Minister of Human Rights (some tions and role playing. countries have Human Rights min-
Setting up secure and efficient com- istries) munications networks for relaying infor- It is too late to start searching for these mation about crises and about requests details only after a crisis has erupted and for assistance. These networks would be advocacy is requested. established for the purposes of commu-
Identifying the best means of trans- nicating information for prayer and, where ferring money quickly from abroad in case appropriate, advocacy or other forms of this service is needed. assistance.
Identifying the best way to get some-
Familiarizing trusted local believers one out of the country quickly, in case this with the action that can be taken in the is urgently needed, and identifying the event of a crisis and how they can assist most likely country to give assistance to through activity such as information gath- such a person (e.g., whether a visa is re- ering. quired, how sympathetic the country
Identifying local lawyers, local hu- might be to granting asylum, how long man rights groups, diplomats stationed visitors are permitted to stay, etc.). locally who may be sympathetic, and any- one else who may be of assistance in the A Composite event of a crisis. Of course, one will have to assess how helpful and trustworthy they Case Study may be. It is important to have a local net- Susan is a tentmaker in an Islamic work of support that may be able to assist country. One day, she hears from a friend in the event of a crisis. that Mohammed, a convert from Islam to
Researching the legal and constitu- Christianity, has not been seen since he tional position of the country with regard went to the local police station for ques- to religious freedom. This would mean tioning. understanding the position on operating Susan goes to make inquiries with churches, engaging in evangelism, under- Mohammed’s wife, Farida, who is also a human rights advocacy 487 convert from Islam to Christianity. Farida by the police, including the reason for confirms that Mohammed has not re- each detention. With some of this infor- turned home for the last 48 hours. She mation, Susan is able to put together a says that she went to the police station to strong case for saying that Mohammed’s ask them where he was. The police refused interrogation and detention are linked to to tell her and would not let her see her his conversion to Christianity and his husband. Neither would the police reveal Christian activities. why they were holding Mohammed. Susan asks Farida if she would also like Farida is very concerned for her hus- to engage a lawyer to make an applica- band’s safety and is worried that he might tion to the courts to have Mohammed re- be tortured at the hands of the police. leased. Farida agrees to this, but she points Susan explains to Farida that there are out that she has no money to pay for a ways to put pressure on the government lawyer and has three young children to to have Mohammed released from deten- support. Their financial situation is dire, tion and that the general expressions of now that the breadwinner, Mohammed, concern about Mohammed’s case by par- is in detention and unable to go to work. liamentarians and governments in other Susan gives some money to Farida for countries are likely at least to reduce the her and her children and promises to get chances that Mohammed might continue more support if Mohammed’s detention to be badly mistreated while he is in deten- turns out to be a lengthy one. She then tion. This is because the local authorities goes back home and sends an encrypted will then be aware that there is inter- email to a human rights organization national concern and awareness about abroad, whose work she has some famil- Mohammed’s case and that the case is be- iarity with and that she feels she can trust. ing closely monitored from the outside. In her encrypted message, she gives the Susan points out that nothing can be details of Mohammed’s case and states guaranteed in this kind of situation, in- that his family had asked for human rights cluding the behavior of the local authori- advocacy on his behalf. Upon receiving ties, but it seems that, even at worst, no this information, the human rights orga- difference will be made to Mohammed’s nization starts to mobilize parliamentar- case by human rights advocacy. Based on ians and Western governments to raise Susan’s knowledge of the government and concerns about Mohammed with the gov- its past responses to human rights advo- ernment of his country. cacy, she says to Farida that it is unlikely After sending out the message, Susan that the authorities will be so hard-line and goes to a trusted lawyer with whom she indifferent to international opinion as to had previously established contact (be- increase the persecution against Moham- cause she knew that one day the Muslim- med in response to human rights advo- background believers in the area might cacy from the outside. need legal assistance), to ask him if he Susan and Farida pray together, and would take up Mohammed’s case. He Susan then asks Farida if she would agree agrees to do so, and Susan raises the funds to authorize such advocacy for her hus- to pay the lawyer from her own resources, band. Farida agrees to do so, and Susan from other tentmakers, and from the lo- then records whatever Farida knows about cal fellowship of which Mohammed is a Mohammed’s case, including Moham- member. However, Susan is careful to en- med’s full name, age, state of health, iden- sure that the payment of the lawyer is done tity card number, reason that he was in Farida’s name so that she is in no way summoned to the police station, the name officially linked with the case. of the police station, the names of the of- As Mohammed’s case develops and ficers involved, and details of previous new information is obtained, Susan is very occasions when Mohammed was detained careful to update the human rights orga- 488 doing member care well nization which is working for him. After a Some Human Rights few weeks of intense prayer and inter- Advocacy Groups national pressure, together with local pres- sure by Mohammed’s lawyer taking the Amnesty International case through the courts, the government International Secretariat decides to instruct the police to release 1 Easton Street Mohammed, to prevent any further em- London WC1X 8DJ, UK Tel: +44-207-413 5500 barrassment arising out of his case. Fax: +44-207-956 1157

Reflection and Discussion Christian Solidarity Worldwide PO Box 99 1. Review the seven guidelines for ad- New Malden vocacy. Are these feasible for you to fol- Surrey KT3 3YF, UK low in your setting? Tel: +44-208-942 8810 2. A Christian is imprisoned for his faith and is held without any contact with Jubilee Campaign outsiders. His wife wants human rights ad- Wilfred Wong c/o Ian Bruce vocacy on his behalf, but his local church MP, Room LG6 leader is opposed to it because he is very Norman Shaw North frightened of any actions that may poten- Victoria Embankment tially cause problems for his church. London SW1A 2HZ, UK Whose view should have priority in decid- Tel/Fax: +44-207-219 5129 ing whether to authorize human rights ad- Email: [email protected] vocacy? 3. In general, what do you think God expects Christians who are not facing per- secution to do for those who are facing persecution? 4. Imagine you are investigating a case of anti-Christian persecution, with a view to getting a human rights organization to act on it. Is it good to interview as many people as possible who have information about this case? Why or why not? 5. Imagine you are a tentmaker in a restricted country. Anti-Christian persecu- Wilfred Wong is an Evangelical Christian tion by the government has not yet started, lawyer who has been campaigning for perse- but with the growing number of converts cuted Christians since 1989. He has been do- it’s likely to happen in the near future. ing full-time research and parliamentary What sort of preparations for such perse- lobbying on this issue for Jubilee Campaign cution can you, other tentmakers, and the United Kingdom since 1993. For the last eight local believers make now, in advance? years, Wilfred has also been regularly lobby- ing at the United Nations Human Rights Com- mission on behalf of persecuted Christians. As part of his research for Jubilee Campaign into the plight of the suffering church, he has un- dertaken fact-finding missions to several countries in different parts of the world. Email: [email protected]. 46

R W O K C A E T R N LIS E C I A T CA PE R S E DE R C N A R E E S C LF AR E E S MASTER -----M -----

E U CARE R T U A A L C Field Counseling: Sifting the Wheat Leonard J. Cerny II From the Chaff David S. Smith

This chapter deals specifically with the role of mental Providing good health professionals providing evaluation and counseling member care resources for missionary personnel in the field. Other types of member care workers will find the material helpful as can be a well. Counseling for missionaries is frequently referred to tricky enterprise, as “coaching” in this article because it is a more user-friendly term in many mission circles and avoids some of the pro- even for seasoned fessional mental health stigma. The chapter builds upon a mental health previous article we did on short-term field counseling (Cerny & Smith, 1995). professionals. The authors’ perspectives derive from our experiences This chapter as clinical psychologists providing short-term coaching ser- vices for international missionary teams primarily composed describes eight of Westerners working in emerging nations. Our services member care errors, commonly include crisis intervention, critical incident de- briefing, team building, educational workshops, and short- followed by term individual, marital, and family coaching. Of the many specific suggestions problem areas that we have seen, the main ones would be depression, anxiety, destructive anger, unwanted habits, for improving practice. addictions (most frequently sexual), attention problems, The disguised examples relational conflict, and various types of abuse. are based on true Ethical and Professional field experiences Practice Guidelines encountered Most Christian mental health professionals approach working with missionaries from the perspective of profes- by the authors sional education and training oriented towards hospital, during their eight years clinic, agency, or private practice work. The ethical and professional practice guidelines that they use are oriented of work with towards those professional practice settings (e.g., Austin, mission personnel. 1990). These guidelines, when combined with experience

489 490 doing member care well and good clinical judgment, provide a of understanding (MOU), which reflects helpful professional foundation for work- the ethos of the team. Desire and open- ing with missionary groups. However, to ness to learn and respect organizational provide appropriate care for missionaries culture are essential to providing mental in the field, we must also consider some health services within that culture. additional practical principles. Here are The second level involves developing five principles that help to guide our work awareness and respect for the cultural with mission personnel: backgrounds of the individual members and families. It is becoming increasingly 1. Reaching Out common to see North American, Euro- Typically, clients seek out or are re- pean, Latin American, African, and Asian ferred to mental health professionals for team members laboring side by side on help. They enter into the helping relation- international teams. Member care work- ship with an anticipation of trust and ben- ers can provide valuable support in help- efit due to the provider’s professional ing build effective team relationships in skills and reputation. Clients normally which individual differences and prefer- make an investment in treatment by pay- ences are understood, appreciated, and ing for professional services. They come utilized, with the goals of building unity to the therapist’s professional setting to and maximizing ministry effectiveness. receive the treatment. Additionally, understanding and respect- In contrast, in order to help mission- ing cross-cultural issues are essential to aries and mission organizations, mental effective individual and family coaching. health professionals must usually first seek Many missionary teams also have workers out and develop relationships with them. who are the children of missionaries them- This often involves overcoming issues of selves. These MKs have their own cultural distrust regarding psychology or psychia- uniqueness, as many researchers point out try and questions about the compatibility (e.g., Pollock & van Reken, 1999). of professional mental health services with While humility is an essential element spirituality. Often the mental health pro- in the first two levels, it is especially nec- fessional provides services at either no cost essary in the third level, the cross-cultural or minimal cost and sometimes at his/her bridging with the host culture in which own expense. the team and/or individuals are working. Frequently this is the most foreign culture 2. Multiple Cross- for the member care worker, and the pro- Cultural Issues fessional is highly reliant on the mission- At least three levels of challenging aries for assistance in understanding, cross-cultural issues exist in providing appreciating, and functioning minimally member care support for missionaries and within the host culture. Treatment of in- mission organizations. The first such is- dividual missionaries and families should sue is the organizational ethos of the always be oriented towards encouraging mission agency. Each agency has its own and supporting their adaptive functioning unique style of theological, missiological, within the host culture. Sometimes mem- organizational, personal, and relational ber care workers are asked to stretch their values and practices. Usually these values capacities in providing consultation for have developed from the educational tra- friends and new believers within the host dition, experience, and preferences of the culture, but most frequently language bar- founder or founding organization. Espe- riers preclude significant involvement. cially in a team-led organization, each team is also likely to have a memorandum field counseling 491

3. Managing counseling relationship and may require “Dual Relationships” organizational intervention, support, or accountability. “Confidentiality proce- In the mental health professional’s tra- dures must be clarified for in-house ditional work, “dual relationships,” such consultants and counselors who are re- as forming a friendship or business rela- sponsible to protect the interests of the tionship with a patient outside the coun- organization in addition to the individual” seling office, are ethically and often legally (O’Donnell & O’Donnell, 1992, p. 264). forbidden. This ethical and professional Two principles from professional ethi- practice principle is relaxed somewhat for cal and legal guidelines commonly found mental health professionals who function in the United States help address this is- in small communities, where practical and sue. The first is that responsibility and social necessities require patient contact confidentiality issues should always be in contexts beyond the counseling office. spelled out in advance, so that people and Flexibility with external boundaries always organizations can make informed choices. requires good awareness of one’s internal The second principle is that confidential- boundaries and personal needs, as well ity for the counselee is mandated, with as as what is in the client’s best interest. few exceptions as possible. Exceptions While professionals are working with commonly include suicidal risk to self, missionaries in the field, dual relation- homicidal risk to others, and abuse (sex- ships are very common (Hall & Barber, ual, physical, or emotional) of someone 1996). In fact, they are frequently neces- weaker, such as a child, spouse, or elder. sary in order to develop trusting relation- The Sample Member Care Confidenti- ships. There is a less formal nature to the ality Policy shown in Table 1 on the next coaching/counseling relationships. One page was developed from collaboration can give professional input while walking between member care professionals and or driving together or while sipping tea at a mission agency. It presents a balanced a cafe. The coach may also be lodged at approach to addressing both individual the client’s house, with plenty of oppor- and organizational concerns and has been tunity to get to know each other during field tested for about five years. In con- and after the meeting times. Coach-coun- trast to this guideline, however, it should selors need to be attentive to the nuances be noted that some organizations encour- of maintaining healthy boundaries, to the age but do not require their staff and con- need to adjust therapeutic techniques, and sultants to report significant struggles to possible feelings and memories that get when such reporting is not legally man- stirred up during their different types of dated. It is important that there is a com- involvement with the missionary clients mon understanding of the member care (transference and counter-transference). worker’s role and responsibilities, in or- 4. Responsibilities to Both der to give proper service to both field Counselee and Organization teams and mission agency leadership. For mental health professionals, the 5. Therapeutic question, “Who is the client?” is an impor- Use of Email tant one, especially in the area of main- For most missionaries and agencies, taining confidentiality. Confidentiality is email has become the primary means of an issue for the counselee, as he/she communication. It is fast, informal, and considers what to reveal and how much inexpensive. However, it has questionable privacy is guaranteed in the counseling re- confidentiality and is vulnerable to mis- lationship. The concern for the organiza- communication. Our experience is that tion usually is that it be made aware of mental health professionals should never significant problems that go beyond the try to conduct counseling by email. Yet, 492 doing member care well

Table 1 Sample Member Care Confidentiality Policy

All information shared with members of the member care team by email or during counseling is kept confidential with two exceptions. The first is where disclosure is mandated by law (e.g., in the USA for child/elder abuse, suicidal/homicidal threat). The second is when personal struggles signifi- cantly interfere with one’s work role (e.g., major depression, abusive leadership, moral failure, or serious marital conflict). We see these struggles as being larger than the counseling relationship and thus necessitating the help of others within the organization. So, in such cases, the mission organization requires that organizational leadership be informed by both the person (counselee) and the counselor. For field workers, this leadership would include the team leader, appropriate team leader overseer, or the field director. For support staff, this leadership would include the supervisor or the sending base director.

email can be very helpful for providing gines were unusually loud, and sleep was limited evaluation and/or consultation. It not possible. As soon as the plane had is also very helpful for providing follow- landed and taxied to the gate, loud, dis- up accountability after face-to-face work. cordant music suddenly burst out over the Sometimes email provides the only imme- plane’s speakers. Very tired, the typically diate means for responding to urgent sensitive David yelled to Len over the needs, when direct contact is not possible music, “I hope I don’t have to listen to and professional on-site resources are not this the whole time I’m here!” Len became available. Long-distance phone calls, while embarrassed and quickly informed him more expensive, are usually more effec- that the music was the national anthem tive. Many current issues concerning email of the country in which they were arriving consultation and counseling are summa- as guests. rized in the excellent article by Rosik and Brown (2000). Discussion We are guests in the cultures in which Vignettes we work or visit. What may be experienced and Commentary as funny or inert in one’s own culture may likely be perceived as insensitive in a for- The following vignettes highlight some eign setting. It is always important to err of the mistakes that we have observed in on the side of humility and respect. This providing member care. Our goal is that vignette also demonstrates the importance others can learn from these mistakes and of being aware of the increase in stress improve the quality of their services. We that occurs while traveling to new coun- begin by presenting two of our own er- tries. Being tired, irritable, and stressed rors. can lead to a lower threshold of tolerance. Member care workers have to exercise Case 1: good self-care and manage their stress ap- Cross-Cultural Insensitivity propriately. Another lesson from this Responding to a family’s request for vignette is the importance of traveling in help, Len and David were excited about pairs. Frances White (1992) mentions this finally landing at Iskurt, the capital of a strategy in her guidelines for short-term country with a culture very unfamiliar to service. With the help of an observing part- them. The flight was difficult. Not only was ner, tension can be lessened with humor, the plane’s toilet out of order, but the en- and insensitivity can quickly be con- field counseling 493 fronted, before one makes major cross- coaching report before leaving the field. cultural blunders. It is generally a good policy to write, dis- Foreign visitors are often under obser- cuss, and adjust the report as the final vation by the locals. So get coached on stage of a field visit. Processing the sum- what it means to be courteous and on how mary report with field leadership to pro- to show respect. Step outside familiar cul- duce wording that all agree upon builds tural tastes. Be curious, flexible, and will- trust with both field and agency leaders. ing to develop new tastes. Immediately A report is also important because a mu- begin looking for aspects of value and tually agreed-upon record of the visit, in- meaning within the host culture. Adopt cluding treatment goals and follow-up the position of a learner, and explore/in- accountability, is established. Over time, quire about the culture of the host coun- people forget details of past events, and try whenever possible. the things agreed upon can become fuzzy. The risk of misunderstandings or misin- Case 2: terpretations is greater when the report is Coaching Reports not written and discussed on the field. Len, a clinical psychologist, made a The second issue in this vignette is that, coaching visit to a large mission team in in his desire to build trust by working in a Africa and found that the team was expe- mutually agreeable way, Len allowed him- riencing major conflict between the team self to be manipulated by the team leader. leader and the elders of the church that First, the team leader changed the meet- the team helped start. It was an extremely ing schedule at the last minute, eliminat- busy week of mediation. Then the team ing the final evening and day needed for leader delayed the final meeting to the day processing the report and relaxing to- of Len’s departure. This meant that Len gether after having completed the work. was not able to finish his coaching report Second, Len allowed himself to be delayed and recommendations. Usually he would three weeks in submitting the report, try- process his report with the local leader- ing to process differences with the team ship, to make certain there was mutual leader by email. If problems can’t be re- agreement about the accuracy and wisdom solved in person, they will not likely be of conclusions and recommendations, resolved by email. The team leader was before leaving the field and submitting the avoiding his role in the problems and pro- report to the overseeing agency. jecting blame onto others. It is not sur- During the following week of email prising that later developments revealed interaction, Len allowed the team leader major character issues. When there are to cause further delay in the submission significant impasses in agreeing to the of the report, because the team leader content of a report, it would be wiser for alleged that certain contents were inaccu- the member care worker to suggest that rate and offensive. A mutually agreed- separate reports be written giving differ- upon report was submitted but at the cost ent perspectives of the problem. of three weeks’ delay. The field director, The third lesson learned from this previously unaware of the seriousness of vignette is that organizational leaders need the conflict, was rightfully upset at not to be informed of problems in a timely being informed sooner about the team manner. The authority structure must be situation. Later, additional facts came out honored and leaders informed of progress which revealed serious character issues on and impasses. Trust develops when com- the part of the team leader. munication is clear and timely reports are made to the leaders of the organization. Discussion If the coaching report was going to be There are three main issues in this delayed, Len should have called the field vignette. The first is the value of writing a 494 doing member care well director to alert him regarding the team local laws. Professional counselors are also situation. required to inform clients in advance that confidentiality is protected except for en- Case 3: dangerment to themselves or to someone Confidentiality Issues else. Also, reporting is mandatory for child John, a licensed counselor, received abuse, elder abuse, and, in some cases, permission from a team leader to provide spousal abuse. a week of family therapy to a family from If John had used the approach previ- the Balkans that requested help. Eager to ously outlined in the Member Care Confi- help the family feel safe, John informed dentiality Policy, he would have protected the family that everything they discussed himself, the family, and the team leader would be held in total confidence. Within from unrealistic expectations. The family a short time, what were initially straight- would have known what the realistic con- forward family issues became complex and sequences were regarding what they chose confused. As more information was re- to reveal. The team leader would have vealed by the parents, issues of suitability been notified when issues needed orga- for the job and personal safety on the field nizational awareness and support. John were raised. Because of John’s commit- could have worked with the family in no- ment to total confidentiality, the family tifying the team leader about the concerns said they would feel betrayed if John of safety and suitability. He could also have talked with their team leader about infor- helped them develop better communica- mation they had revealed. They also ex- tion, trust, and mutual support. pressed their distrust in the team leader. Case 4: Treating Minors Honoring his commitment, John did not discuss the family’s needs with the Jan, a licensed marriage and family team leader. Nor did he write a coaching counselor, was part of a pastoral care team report, because the family would not give providing a week of teaching and renewal him permission to release information. Be- for a church planting team in India. Dur- cause the family was desperate for more ing her visit, she observed a team meeting help, John agreed to return six months and was alarmed by the social behavior of later to provide more family therapy. In a female adolescent named Diane. Jan was the meantime, the family reported to the so troubled that she mentioned these con- team leader that the visit had been help- cerns during dinner to her expatriate host ful and that all was well. John was unable family with whom she was staying. Her to return in six months because of an un- hosts were supportive and offered their foreseen illness. Within the next year, the own observations regarding Diane. In the family had to leave the field permanently rush of saying good-byes while leaving the on an emergency basis, because of a fam- country the next morning, Jan never dis- ily crisis that could have been dangerous cussed her concerns with Diane’s parents, to their children. nor did she initiate any future email con- tact with the family. After returning to her Discussion busy private practice in New York City, Jan John made an unprofessional promise quickly became occupied with current when he guaranteed total confidentiality. pressing events and forgot about her con- In most countries, the confidential rela- cerns regarding Diane. tionship between a licensed professional A month later, when Diane’s parents and his/her client has ethical and legal were informed of Jan’s expressed con- limitations. These relationship guidelines cerns by Jan’s host family, Diane’s family are spelled out by the overseeing profes- felt confused and betrayed by Jan. In an sional organization (e.g., the American Psy- email, they informed Jan that they felt be- chological Association in the USA) and trayed for two reasons: first, that she had field counseling 495 been alarmed by something she had ob- promise to Fred. Mrs. Jones said she could served about their daughter and had not not, because of fear of how the team leader contacted them, and second, that she had might respond, since they were new on discussed her concerns with another fam- the team and did not know the team ily rather than speaking to them directly. leader and his wife very well. Jeff did not know what to do, especially because he Discussion was leaving the next day. He decided to The intensity of field visits and the ap- wait until he could consult with a mentor parent casualness of the setting and rela- upon his return to Canada. Jeff’s mentor tionships can lead member care workers encouraged him to attend an upcoming to lower their professional sensitivity. In- conference attended by both families the formal relationships, added with con- next month and there inform the team stantly changing circumstances and/or leader that an anonymous family had re- unfamiliar settings, require that profes- ported observing inappropriate sexual sionals maintain especially good bound- behavior on Fred’s part with a younger aries. In this case, an important principle child. Jeff followed the mentor’s advice. is that any child concern should always be discussed with the parents first. To dis- Discussion cuss these concerns with a host is gossip The decision for Jeff to consult with a and leaves the host in a difficult position. mentor was a good one. In this case, how- Traveling with a colleague is a real asset. ever, both Jeff and his mentor made poor In this situation, Jan might have consulted decisions. If Jeff had previously informed with another professional on the member the Jones of the Member Care Confidenti- care team regarding her concerns and ality Policy, it would have been of no sur- benefited from a more objective opinion prise for him to encourage them to speak on the best way to address her concerns. with their team leader and for him to sup- port them in the process. If they refused Case 5: Child Abuse this advice, it would then be Jeff’s respon- During a field visit to a church plant- sibility to inform the team leader. The sec- ing team in Estonia, Jeff, a licensed clini- ond error was in waiting further for a more cal social worker from Canada, was staying convenient time and circumstance in or- with the Jones family, who were the new- der to inform Fred’s parents and confront est members of the team. During a coun- the issue. When suspected child abuse is seling session on the last day of Jeff’s visit, the issue, immediate response is required. both Mr. and Mrs. Jones revealed that they There are two key principles here. The had been abused as children. Mr. Jones first is that the member care worker also reported that about six months ear- should always encourage direct commu- lier he had observed their team leader’s nication between families regarding the son Fred, age 13, having inappropriate needs of their children. It is easy to get sexual contact with the Jones’ daughter caught up in the passivity of others, espe- Amy, age 8. Mr. Jones said he immediately cially when confronting leaders. Talking confronted and talked with the children. directly with team leaders allows for diffi- Because Fred appeared so repentant, Mr. cult yet critical concerns to be aired. Then Jones said he promised not to say anything Jeff could also support the team leader’s to Fred’s parents if Fred would promise family, help evaluate their child’s needs, never to do anything like that again. Since and obtain further assistance and profes- then, Mr. and Mrs. Jones have protected sional help. Amy from being alone with Fred. The second principle is that immedi- When Jeff encouraged the Jones to ate priority should always be given to the speak with their team leader about the protection of children from harm. Just incident, Mr. Jones refused, because of his because the Jones family protected their 496 doing member care well

Table 2 Suspected Child Abuse: Response Priorities for Member Care Workers

Consider the safety and welfare of children who are vulnerable to injury. Protect as needed.
Notify the team leader and parents of vulnerable children.
Educate all parties regarding child abuse issues.
Support the team leader in providing for team welfare.
Identify the perpetrator, if possible.
Establish safe boundaries, and provide for ongoing therapeutic support as needed.
Be aware of and consult concerning abuse laws and regulations in both the home country and the host county. For example, citizens of the USA should be aware that child abuse outside the United States is generally not reportable in the United States. daughter does not mean other children matter with their team, because she feared on the team were safe. When inappropri- that this would influence any possible evi- ate sexual behavior between children is dence that could come from the team. alleged, the parents of both children Monica also informed Robert’s assistant should be immediately informed, and all team leader of her suspicions and the ac- parents of children at potential risk should tions she had taken. She asked the assis- also be informed in a timely manner. Table tant not to discuss the matter with the 2 presents a list of suspected child abuse team, until the team had returned to the response priorities that can be helpful in field from the Thailand conference and a responding to similar situations. member care professional could be pres- ent. Finally, she wrote a report to agency Case 6: Trauma leaders of her concerns, her process of Caused by Treatment evaluation, and the actions she had taken. Monica, a social worker with many Robert and Ann, extremely concerned years of experience working for a public for their daughter, asked if Monica could child protection agency, was leading the evaluate Jennifer professionally during the member care team that was providing ser- conference to determine if she had actu- vices at a large regional conference in Thai- ally been abused. Monica said she was land for church planting teams from unable to do so, because of limited time Southeast Asia. Circumstantial evidence and the lack of her professional equip- from a team member led Monica to be- ment for interviewing, such as her tape lieve that Jennifer, age 8, might have been recorder. She was concerned that the in- sexually abused on the field, possibly by terview would not be useful as court evi- her father, Robert. Robert was the leader dence if Jennifer had been abused. Monica of a large and successful church planting rather recommended that a professional team, and Jennifer was his youngest in Scotland evaluate Jennifer, when they daughter. Attending the conference was arrived after a month of traveling and vis- his last responsibility before visiting sup- iting supporters in European countries. porters in Europe for a month and then Robert and Ann were very disturbed returning to his native Scotland for a year by Monica’s unwillingness to evaluate Jen- of furlough. nifer at the conference and about not be- Monica confronted Robert and his wife, ing allowed to process this issue with their Ann, with her concerns about Jennifer and team before leaving on furlough. At the intimated that Robert might be an abuser. same time, they were afraid of appearing Monica instructed them not to discuss the defensive or uncooperative with the mem- field counseling 497 ber care professional’s recommendations, leadership is found to be guilty, then sup- because they had been questioned and felt port his/her superior and the individual that they were under suspicion of child in providing for an orderly transfer of re- abuse. At significant expense, they con- sponsibilities within the organization. In sulted with an expert in Scotland, who working with Western teams, direct, open evaluated their daughter and family. The communication of problems should be expert reported to agency leaders that encouraged, while secrets and indirect there was no evidence that Jennifer had communication should be avoided. ever been sexually abused and that their family system appeared to be quite healthy. Case 7: The Too-Busy Expert Lacking Common Sense Discussion After a major escalation in danger, the Possibly because of her background in decision was made to evacuate a team in a public child protective agency, Monica Western Africa from its war-torn host coun- was overly concerned about gathering le- try to a neighboring stable country. The gal evidence and overly pessimistic that if team was filled with both situational stress Jennifer had been abused, it was likely by and relational conflict. Bert, a Dutch psy- her parents. Her professional background chiatrist who had written a book on crisis in dealing with hardened sex offenders intervention and debriefing, was asked to may have affected her lack of sensitivity to debrief the team, but his heavy speaking the trauma created for Robert and Ann in schedule did not allow him to break free this situation. Monica cut them off from for two weeks. The agency was concerned their normal avenue of understanding and about the time delay, but they did not have support, which was to process important another member care volunteer to call issues with their team. upon. They considered sending a mature It was an error for her not to evaluate pastoral care couple with no professional Jennifer immediately. She was an expert training but good relational skills and trained in doing child abuse evaluations. some field experience. Bert objected be- Even if she had not been an expert, she cause of the strong empirical evidence should have done the best professional supporting his debriefing technique and evaluation she could do under the circum- his concern that nonprofessional involve- stances, to gather more concrete informa- ment might escalate the relationship con- tion and to support Jennifer and her flict. He also instructed the team just to family. Her concern for strict procedures rest and not talk about any critical inci- sacrificed practicality. When she refused dents until he arrived to help them. to evaluate Jennifer after expressing her concerns, it was confusing to the family. Discussion Sending them out for a month of unsu- Bert provides an example of how a pervised family traveling before getting a member care worker can be too narrow professional evaluation was not protect- in his/her view and too untrusting of oth- ing Jennifer or her parents. ers. It would have been much more help- If a leader is suspected of having com- ful for Bert to support the pastoral care mitted child abuse, it is best to support couple through consultation and encour- him/her in fulfilling family and organiza- agement as they supported and ministered tional responsibilities for the good of the to the team. Their coming immediately others, while maintaining child safety. would have been a needed expression of Support the family and organization in care by the organization. Bert could have practical ways that encourage direct com- consulted with them in stabilizing the munication about concerns. Investigate team and could have been available by potential culpability as soon as possible phone or email during the two-week pe- in a professional manner. If the person in riod before his arrival. It is wise for mem- 498 doing member care well ber care professionals to support and de- done very thoroughly in the vignette. As velop existing organizational resources the saying goes, it is not the expected but rather than try to work outside of the or- the inspected that gets done! A monthly ganization. Also, if Bert could have mod- brief email contact for the next six months eled his skills with this couple, then they will often suffice. Commitments to follow could have multiplied his efforts in their up are easy to de-prioritize, especially when daily pastoral care work. one returns to a busy schedule back home. It was also unhelpful and unrealistic A small goal completed is much more for Bert to ask the team not to discuss their powerful than a large unfinished goal. trauma. Teams need to struggle and learn Well-organized assignments that are spe- to process issues constructively. A mem- cific and that make sense to everyone are ber care worker or leader with just some the most helpful. As in this vignette, basic training could have helped by let- merely suggesting that someone read a ting each person share, one at a time, and book is too general and almost a guaran- by allowing for uninterrupted communi- tee for failure. There are many good work- cation. In critical incidents, it is important books, and helping clients obtain them to help the individuals communicate as may be necessary. Workbooks offer struc- soon as possible after they are safe and tured exercises that can be completed and have had a day or two of rest. then discussed with another person, such as the member care worker via email or a Case 8: Follow-Up trusted colleague on location. The debrief- and Homework ing time with a team leader at the end of a Jason, a counseling psychologist, trav- coaching visit and the coaching report eled from his native Australia to Southern should include all follow-up and home- Africa to participate in a five-day member work arrangements. care coaching visit with an international team. Although initially resistant, Kevin, a Reflection and Discussion South African missionary on the team, 1. How may “dual relationship” issues showed significant progress in working on need to be managed differently when his anger management issues with his fam- counseling with a missionary family in the ily and the team. Before leaving, Jason field, compared to the way they are man- taught Kevin how to chart his anger by aged in a professional counseling office rating it every day, and he encouraged him or agency setting? to have his team leader be an accountabil- 2. If invited to provide a workshop and ity partner. Kevin agreed to read and com- counseling services at a missions confer- plete a workbook on anger provided by ence, what factors might you consider in Jason. Jason recommended that Kevin also preparing to address confidentiality is- discuss the workbook with his team leader sues? in order to follow up on their work. Jason 3. What cross-cultural factors might then left the field feeling good about the you consider when asked by a mission changes he saw taking place in Kevin’s life. agency to travel to Nigeria and help a mis- For the next two days, Kevin charted his sionary team that is in distress? anger and then lost his chart. He did not 4. Why are coaching reports impor- meet with his team leader to discuss his tant? anger or accountability. 5. You have just received a phone call Discussion from a team leader in Central Asia who Homework can be an excellent tool to says he doesn’t know what to do regard- further one’s growth, but it needs to be ing a situation of alleged child abuse on structured. And accountability needs to be his team. How would you approach ad- put in place for it to work. This was not vising him? field counseling 499

References and Rosik, C., & Brown, R. (2000). Professional use Suggested Reading of the Internet: Legal and ethical issues. Presentation given at the Mental Health and Austin, K. (1990). Confronting malpractice: Missions Conference, Angola, IN. Legal and ethical dilemmas in psycho- White, F. (1992). Guidelines for short-term therapy. Newbury Park, CA: Sage Publica- field consultants. In K. O’Donnell (Ed.), tions. Missionary care: Counting the cost for Bergin, A., & Garfield, S. (1994). Handbook of world evangelization (pp. 202-216). Pasa- psychotherapy and behavior change (4th dena, CA: William Carey Library. ed.). New York, NY: John Wiley & Sons. Leonard J. Cerny, L., & Smith, D. (1995). Short-term coun- Cerny II is Gen- seling on the frontiers: A case study. Inter- eral Director of national Journal of Frontier Missions, 12, Missionary Care 189-194. International, a Dinger, T. (1999). Ethical codes, decision mak- non-profit mis- ing, and Christian faith. Journal of Psychol- sions support ogy and Christianity, 18, 270-274. agency that spe- Gardner, L. (1992). Crisis intervention in the cializes in pro- missions community. In K. O’Donnell viding pastoral (Ed.), Missionary care: Counting the cost care and coach- for world evangelization (pp. 136-150). ing for mission- Pasadena, CA: William Carey Library. ary teams in the Hall, E., & Barber, B. (1996). The therapist in field. Len is a clinical psychologist and pasto- a missions context: Avoiding dual role con- ral counselor with 25 years of experience in flicts. Journal of Psychology and Theology, ministry, private practice, and hospital set- 24, 212-219. tings. He is married to Patricia Cerny, Psy.D., Lewis, T., & Lewis, B. (1992). Coaching mis- and is a co-author of Learning to Love: A sionary teams. In K. O’Donnell (Ed.), Mis- Recovery Primer and the Bible Memory sionary care: Counting the cost for world Verse Handbook. Email: memcare@ evangelization (pp. 163-170). Pasadena, pacbell.net. CA: William Carey Library. David S. Smith is a O’Donnell, K. (1988). Some suggested ethical clinical psychologist guidelines for the delivery of mental health in California. He is services in mission settings. In K. also the President of O’Donnell & M. O’Donnell (Eds.), Helping Missionary Care missionaries grow: Readings in mental International, a non- health and missions (pp. 466-479). Pasa- profit missions sup- dena, CA: William Carey Library. port agency that O’Donnell, K., & O’Donnell, M. (1992). Ethi- specializes in pro- cal concerns in providing member care viding pastoral care services. In K. O’Donnell (Ed.), Missionary and coaching for care: Counting the cost for world evange- missionary teams in the field. Dave is a gradu- lization (pp. 260-268). Pasadena, CA: Wil- ate of Taylor University, Denver Seminary, liam Carey Library. and The Professional School for Psychologi- Pollock, D., & van Reken, R. (1999). The third cal Studies. He has been married to his wife culture kid experience: Growing up among Karen for over 20 years and has two teenage worlds. Yarmouth, ME: Intercultural Press. children, Aaron and Lauren. He has also co- Powell, J. (1992). Short-term missionary coun- authored various books and articles with his seling. In K. O’Donnell (Ed.), Missionary good friend and business partner, Len Cerny. care: Counting the cost for world evange- Email: [email protected]. lization (pp. 123-135). Pasadena, CA: Wil- liam Carey Library.

47

R W O K C A E T R N LIS E C I A T CA PE R S E DE R C N A R E E S C LF AR E E S MASTER -----M -----

E U CARE R T U A A L C The Cross of Christ In Debriefing and Erik Spruyt Ethnic Reconciliation Rhiannon Lloyd Renée Schudel

Healing Missionary Wounds Jesus Christ took For many years, my wife and I (Erik) had a dream to not only our sin, care for missionary personnel. We witnessed missionaries but also our pain going into places in the world where no one really wants to go. They would come face to face with poverty, violence, upon Himself when and situations very hard to digest emotionally and spiritu- He died on the cross. ally. We consider these missionaries our heroes. The estab- lishment of Le Rucher in 1994/95 is our dream come true, This truth is a core part a place where missionaries can be refreshed in their call- of the ministry that the ing in God and remain effective to serve in those difficult places. authors have for healing Nestled at the foot of the Jura Mountains with a view of emotional wounds. Mount Blanc and the Alps, Le Rucher is located in the beau- tiful French countryside, just over the Swiss border from Erik works with Geneva. At Le Rucher, we provide debriefing, trauma care, missionaries via debriefing, and brief counseling for missionaries and Christian aid workers. We also offer training and international consult- Rhiannon works with ing in member care, community development, and ethnic ethnic groups that reconciliation. Our desire is to actively integrate these vari- ous ministries for mutual support and greater effectiveness. have been in conflict, We are committed to developing and providing resources while Renée follows up on behalf of personnel working with those who are least evangelized, least developed, and/or highly traumatized. their work with further We also serve those involved in complex humanitarian emer- equipping in the area of gencies. As we work with people, we endeavor to develop their competencies and character to help them respond to community development. suffering and poverty and to lift human dignity in their Their innovative work communities. reflects how member Some Background care is expanding At any given moment during the past decade, there were about 50 armed conflicts going on simultaneously through- into new areas.

501 502 doing member care well out the world. From the mid-1980s to the are subject to the communal priorities. mid-1990s, 2 million children died in war, Identity, success, pain, and suffering are 4-5 million were wounded or disabled, 12 validated primarily within a communal million were made homeless, and 1 mil- context. People derive their value and sig- lion were orphaned or separated from nificance from being part of and function- their parents. Ninety percent of all war ing in that people or ethnic group. When refugees are in developing countries, and the basic structure of the community is 1 2 /2 –5 million of the 40-50 million refu- destroyed through armed conflict, the gees are unaccompanied children. All of majority of the people can lose their path- these statistics point out the shift that has way for validating what they have gone taken place in who becomes a casualty in through. Whether the individual is victim- war. In World War I, for example, 5% of ized or not, he or she also suffers and feels the casualties were civilians. During World pain because the community/ethnic group War II, that figure went up to 50%. The was targeted. A state of “shalom” in the Vietnam War saw an 80% civilian casualty Old Testament was much more than an rate. Currently, the rate is 90% around the individual being blessed. Shalom involves world (UNICEF, 1996). prospering in all relationships—with God, A shift has also taken place from na- self, neighbor, community, even livestock tion fighting nation to so-called internal and the land and peoples around them. militia warfare, in which factions within (Both trauma care and reconciliation as one country fight each other and/or their they relate to the inner fabric of a com- government. This shift has changed the munity are further discussed later in this nature of armed conflict. Violence and chapter.) torture are no longer used only for extract- In debriefing missionaries during the ing information, but as a means of social past five years, we have seen many people control by terrorizing a civilian popula- who are serving in the various unstable tion. Militias create a state of terror that and potentially traumatizing settings men- affects the total fabric of social structures tioned above. Many had been exposed to and relationships, as well as the mental violence and injustices or had lived for health of a population. To advance their months or years under the threat of vio- political goals or aspirations of greed and lence. Missionaries often do not have the power (e.g., Liberia, Sierra Leone, Angola, luxury of regular debriefings. They fre- Afghanistan, etc.), militias can target the quently show symptoms from cumulated way of life of a whole population. These stressful events spread out over several strategies seem very effective, especially years. Although there is an increasing in- when the professions in a society that sus- terest in finding new ways to care, many tain the infrastructure are targeted. Often, of the caregivers have limited firsthand these are the roles that aid and commu- understanding of what life is like in Africa, nity workers—including missionaries— Asia, or Eastern Europe. Nor do they really have fulfilled through time: teachers, understand the concept of the “commu- nurses, primary health care workers, doc- nal soul” and not just the individual be- tors, agriculturists, orphanage workers, ing injured and needing healing. Both of and pastors. The militias will try to de- these areas—getting more field experience stabilize the population to prove that the and including social/community perspec- government cannot protect them, and so tives for healing—are growing edges for the militia gains control (Summerfield, the member care field. I greatly respect a 1998). psychologist who moved his family to Af- Mission personnel often serve in na- rica and has lived there for the past four tions where the basic unit for society is years. This family has been through an not the individual, but the community. enormous adaptation process. Because of Individual thoughts, priorities, or feelings this field experience, the missionaries that the cross in debriefing and ethnic conflict 503 my friend counsels feel understood from His disciples do not understand this. Jesus the beginning. teaches that “everything that is written by the prophets about the Son of Man will The Place of the be fulfilled.” In verse 32, we read a very Cross in Care graphic description of what Jesus is to go A crucial element in missionary care (of through and ultimately the types of pain both expatriate and indigenous mission- in others with which He can identify. The aries) is the place of the cross of Jesus prophet Isaiah says similar things, as he Christ. We use two principal “testimonies” describes the Messiah as “despised and about Jesus and His work on the cross as rejected by men, a man of sorrows, and a central part of the two to five days of familiar with sufering” (Isa. 53:3). debriefing that we do with missionaries. We try to help missionaries understand this second element of the cross: Jesus The testimony of takes upon Himself our suffering and John the Baptist pain. We want people as part of their de- Jesus is “the Lamb of God that takes briefing to connect fully with the Lord and away the sins of the world” (John 1:29). to hear Him validate their cross-cultural This is probably the best-known testimony experience: He says our struggles, trauma, of Jesus and the motivation of missions to and pain really have happened, and now bring this message to the ends of the He invites us to let our pain fall on Him world. As Christians, we are familiar with and let Him become pain for us. In this the incredible power of Jesus in dealing way, Jesus is not only the “sin bearer” but with sin: through the cross we are set free also the “pain bearer.” It is interesting that from sin and guilt in a guilt-ridden world! Isaiah 53 and 61 talk about sorrow and We all have a testimony, and we have heard grief repeatedly. Often, these verses are the testimony of others regarding the enor- quoted as a basis for praying for physical mous changes that meeting and then walk- healing for others or as a basis for us to ing with Jesus bring to a human life. This go into the world and tell others about is also the core of missions: a personal this ministry of Jesus. Unfortunately, we relationship with Jesus Christ and a life- have missed the point. These verses are style that lines up with that relationship. actually for us. Jesus invites us to let our sin fall on Him, The Gospels are quite direct when they and He becomes sin for us. In this way, state that no one can come to the Father He dies in our place. except through Jesus. No one can be set free of sin except through the Son. I also The testimony of see in Scripture a directive about where Jesus about Himself to go with our emotional pain, grief, loss, After His baptism and the 40 days in and failure (Matt. 11:28; Col. 1:19-24). In the desert, we find Jesus in Luke 4:18-19 the debriefing process, we find that the quoting from Isaiah 61:1-3. This Old Tes- missionary is often struggling with issues tament passage tells why Jesus came: “to very similar to a grieving process, such as bind up the broken hearted,” “to comfort having to overcome personal, organiza- all who mourn,” “to provide for those who tional, and often traumatic losses. Simi- grieve,” and “to bestow on them a crown larly, in trauma care, we deal mostly with of beauty instead of ashes” and “the oil of grief and loss. As the cross and the resur- gladness instead of mourning.” Jesus did rection were the pivotal events in Jesus’ all these things at the beginning of His life, we as caregivers can bring missionar- ministry, but we also find Him teaching ies who are in need back to that cross and the same principles at the very end of His to the person of the living Lord—especially ministry, in Luke 18:31-34. At this time, in situations of grief, loss, pain, and fail- He is going up to Jerusalem to die, but ure. 504 doing member care well

Jesus is so capable of binding up the us and take the pain on Himself. It is part brokenhearted. In our debriefing times, of the “exchange” that took place at the we often listen for hours, sometimes for cross and that continues today: peace in several days, as missionaries journal, draw, place of pain, righteousness in place of cry, and express all kinds of emotions. Af- sin, blessing in place of curse, acceptance ter a few days, we start to reflect gently in place of rejection, glory in place of together on the verses mentioned above, shame, etc. (see Prince, 2000). We have to and we start to bring to the cross all that remember our pain and then forgive—not the missionaries have said, written down, forgive and forget. In this process, Jesus and drawn, in order to give the pain to becomes the pain bearer, and the burdens Jesus. There is Someone to whom we can become much lighter. bring our pain—Someone who validates our pain and who can handle our pain. More on the Debriefing Process Africa Case Field personnel from many “hot spots” John was a missionary in Africa with have come to Le Rucher for care and rest. over 10 years of experience. He had all We frequently help them deal with issues the symptoms of secondary traumatiza- such as suffering, injustice, personal and tion—vicarious trauma from being around organizational loss, pain, and failure. For those who had themselves experienced those wanting routine debriefing appoint- trauma. He wanted to leave and could no ments (people who are going through longer tolerate the accounts of others and forms of transition in their work, family, the unstable environment. He was ex- or career), we have an application and ad- hausted and found himself mulling over vance screening procedure. For emer- the stories he had heard day and night, to gency and/or traumatic situations, we take the point of not being able to work. We people in immediately. met with John and his team for several Our debriefing process at Le Rucher hours per day over a four-day period for involves a short-term, intensive, residen- debriefing, initially in a neutral African tial care package in a Critical Incidents country, followed by sessions with the Debriefing framework. Our process is very team in their own land. John shared many similar to Mitchell and Everly’s (1993) specific things that were bothering him model of phases: introduction, facts, and details of what he had experienced. thought, reaction/feeling, symptoms, During the teaching phase of the debrief- teaching, and reentry phase. Specific coun- ing, we shared from Isaiah 61and 53, as seling may follow this process. The pro- well as Luke 4 and 18. After the fourth day, cess is offered both to groups and to John had a powerful experience. As he put individuals, usually with a team of two it, “I felt my heart being bound up [that debriefers/counselors. Generally, this is, bandaged and comforted to bring heal- means we spend from two to four hours ing].” This was not simply catharsis, but a per day with each client during a five-day deep emotional change and revelation of stay at Le Rucher. We encourage the use Jesus. of journaling, meditation, worship, prayer, John came to Le Rucher for more de- and other means with which clients may briefing six months later. We found sus- be comfortable, to express their experi- tained emotional and mental stability in ences and enhance the debriefing process. him, although he had gone back to serve We invite clients to find new meaning in the aftermath of incredible atrocities in their relationship with God in the face and had heard and seen much more dur- of their suffering and loss. The cross can ing those six months. He was learning to be a very powerful connector with Christ bring his pain to the Lord and was finding and His identification with our suffering. that Jesus is incredibly powerful to meet Thus, we particularly focus on the mean- the cross in debriefing and ethnic conflict 505 ing of the cross for those who desire to intention of ever returning to the field do so. We have found that at the end of a being helped and then returning to the careful debriefing process, bringing one’s field after all, strengthened in their call- suffering/losses to the cross can be the be- ing and understanding. Key to the heal- ginning of a powerful time of healing and ing is our understanding and experience restoration. of Christ coming alongside us in our pain, For those who appreciate symbolism, based upon what He has done on the we may give them the opportunity to write cross. We encourage missionaries to bring their losses and pains down on a small their pain to Jesus not only during the slip of paper and then physically nail the debriefing, but also as often as necessary paper to a small cross we have available. afterwards. Often they do this on their Following prayer, those papers are then own, with a supportive friend or as part taken from the cross and burned as a sym- of a supportive group. bol of giving those hurts to Jesus for Him to carry for them. For most, a sense of re- Healing the Wounds lease is experienced through this exercise. of Ethnic Conflict We see people receive deep healing experiences that are sustained and that Ethnic conflict is running rampant all keep growing as we follow up after three over the world today. Individual people or six months. Some people stay in touch groups cry out for autonomy and individu- and tell us how even after a year, they feel ality. People who have suffered injustice strengthened and still see positive emo- quietly for generations do so no longer. tional and spiritual growth in their lives. They now demand justice. Powerful na- Workers coming from such troubled areas tions react defensively, trying to hold onto as Sierra Leone, Sudan, Rwanda, Congo, supposed superiority and territorial rights. South Africa, Chechnya, Kosovo, and In other parts of the world, power strug- Afghanistan have testified of sustained gles erupt between ethnic groups, some- change in their lives through the debrief- times resulting in attempts at ethnic ing process and through taking their suf- cleansing. Today, about two-thirds of con- fering to the cross. One worker who came temporary wars are being fought over to us had to handle the dead bodies of issues of religious, ethnic, or national iden- friends unexpectedly, another had lost all tity (Appleby, 2000, p. 17). her belongings, another had been taken Is there any hope for our sinful, hurt- hostage, and most had experienced armed ing world? The following material suggests robbery or the ongoing threat of violence. strongly that there is hope, because there Some come back later and ask for further is a “God of hope” (Rom. 15:13). This is help on new issues. Others have been re- not some simplistic wish or assertion. ferred for longer-term counseling for per- Hope is part of God’s character. God has sonal and family issues that have come to a strategy to use His church to be the the surface as part of their field and/or agents of healing and reconciliation in traumatic stress experience. different nations, but first, the church must be healed! Summary Some Background Debriefing, counseling, and the cross can go well together. The usual approach I (Rhiannon) began developing mate- is to keep counseling separate from de- rial on healing from ethnic conflict while briefing and to see Christ as our sin bearer in the wake of the terrible Rwanda geno- more than as our pain bearer. We have cide of 1994. During an initial visit shortly combined these approaches in our work. after the genocide, I met with Christian Using the model that I have described, we leaders from different denominations and have seen several people who had little ethnic groups. They were discussing the 506 doing member care well failure of the church and existing needs. Overcoming Cultural Barriers They were wondering how this atrocity in Expressing Emotion could have occurred in a nation where I was surprised to find that in Rwandan 85% of the population attends church, and culture there is little expression of emo- they were wondering what the role of the tion, and there is no word for “emotion” church would be in healing the nation. in their language. Shedding tears is seen From these initial meetings, a vision as a sign of weakness, and from an early was born to gather church leaders from age, the people are taught always to ap- every denomination to see how the church pear strong. Public expression of grief is could help bring healing, forgiveness, and unacceptable, especially for men. There reconciliation. I was at a loss as to the best is a saying that a man’s tears should flow way to approach this difficult subject, and into his stomach. The Rwandese also be- I was uncertain how the Lord could use lieve that talking about traumatic experi- me, as a European outsider. The first “trial” ences traumatizes them even more. This sessions I taught were met with much en- was obviously a major obstacle to helping thusiasm from the church leaders, along people towards healing! I wondered how with an expression of their desire for the to overcome this cultural barrier without teaching to be heard in every town of in any way implying that my culture was Rwanda. superior. The seminars were offered initially to I found two acceptable ways. The first pastors and key church leaders as poten- was presenting medical evidence from my tial change agents in their local commu- training and experience as a psychiatrist nities. It is important to take participants (e.g., the place of grieving in dealing with away from other distractions, so they can bereavement and the pathological conse- concentrate fully and receive healing from quences of repressing emotions). The sec- God. Thus, each seminar was offered as a ond and even more helpful approach was three-day residential workshop, complete to focus on Jesus as the transcultural with lodging and meals. model of perfect humanity, from whom God’s Heart: Foundational all cultures could learn. Jesus expressed for the Seminars many emotions during the course of His ministry. Starting from this foundation, we I believe that understanding and ex- could have lively discussions examining periencing God’s heart are at the founda- our self-protective coping mechanisms. tion of all healing, and we had to begin This resulted in taking steps toward giv- there. From that starting point, we could ing each other permission to have feelings. move on to find healing through the cross for our inner wounds. By reading from Finding God in the Isaiah 61 at the start of His ministry, Jesus Midst of Suffering made it clear that healing wounds was a I usually began my seminars by asking priority for Him. It is very difficult to for- the questions that were pounding in most give while the heart is full of pain, but once people’s hearts: “Where was God in April we begin to experience healing, our hearts 1994? Did He send these troubles? Why are free to forgive and then to begin to did He allow the genocide? Has God aban- think about reconciliation. To talk about doned us?” I wanted to create a safe place forgiveness and reconciliation before dis- where participants could own their doubts cussing healing is like trying to put a roof and voice their inner questions without on a house before building the walls. fear of being condemned. Storytelling is a well-received form of teaching in Rwanda, so I often made use the cross in debriefing and ethnic conflict 507 of personal testimony. I would tell them ing their terrible stories to a large wooden of my struggles and my own pilgrimage cross that we transported around Rwanda. to find a God of love in the midst of my We would then take the cross outside and family’s sufferings, as well as in the his- burn the papers. Afterwards, I heard many torical injustices that the Welsh (my people encouraging testimonies. “I’ve been to group) have suffered at the hands of the many seminars, but this was different be- English. We tried to grapple honestly with cause I was able to leave my pain at the the problem of human suffering, the dev- cross.” “My heart is so healed! Everyone astating consequences of the fall, the will in Rwanda needs to do this.” Sometimes, of God versus man’s freedom of choice, though, people need further help after this etc. I encouraged the participants, as session on the cross. They may need some- church leaders, to allow people to ask one to accompany them to a site associ- their questions and to be merciful to those ated with some atrocity or to a graveside, who doubt, seeking a deeper understand- to help them express their grief and re- ing of God’s ways and a new revelation of ceive God’s love right at that point. His heart. We focused on God’s pain when Ideally, the “cross workshop” should His will is not done on earth (Gen. 6:5-6; be done as part of the three-day seminar, Luke 13:34; 19:41-44) and how He suffers so that all the teaching is given on either with us (Isa. 63:9). side of it. However, it can also be con- ducted on its own, with some preliminary Discovering Jesus teaching on “Jesus the Pain Bearer.” We as the Pain Bearer have done this in some orphanages and It is only when we are reassured of for widows’ groups. I have even conducted God’s intentions and feelings towards us this part of the seminar as a separate mod- that we can risk coming to Him with our ule for groups where only one or two were pain. Something that has transformed my committed Christians, with very positive own life and my counseling is discovering results. The message of the cross is for Jesus as pain bearer as well as sin bearer. everyone, and we have seen people led Isaiah 53:4 tells us that He bore our griefs into salvation through their participation. and sorrows. Not only our sins were taken The seminar was conducted success- to the cross, but all the consequences of fully just eight weeks after the genocide sin as well. The whole tragic human con- had ended, with unburied bodies still ly- dition is there. The cross deals with our ing around. Recently, I met pastors who woundedness and our sinfulness. In our were in that original workshop in Septem- seminars, we looked at the Lamb who is ber 1994, and it was amazing to me to hear inviting us to off-load our grief onto Him, them say how the seminar healed them saying, “Let Me do the hurting instead of and gave them the courage to go on serv- you.” They were able to grasp this con- ing God to this day. cept, resulting in great pain being ex- The Need to Hear pressed, often in loud wails, as they brought their sorrow to Him. and Be Heard This time of bringing their pain to the Before pouring out their pain to the cross usually needs a full three-hour ses- Lord, seminar participants also needed to sion within the seminar. It is done as a listen to each other’s hearts. We put group experience, because individual people from different ethnic groups and counseling is not culturally understood or different denominations into small groups even feasible, given the scale of the together and asked them to share their trauma. The whole community is trauma- stories. They were not only to listen to the tized! To make the transfer of pain to Jesus facts, but also to listen to the pain in each more real, we used the symbolism of nail- other’s hearts. Often there was resistance 508 doing member care well to doing this exercise, but usually the vast Discovering Jesus majority agreed to try it. We found that as Redeemer the dividing walls began to be demolished Another key was to discover Jesus as at this point. This willingness to listen to the redeemer, not only of our sins, but each other with compassion was especially also of all our lives’ tragedies. As we dis- important after the refugees returned to cover and experience His heart in the Rwanda from the camps in Zaire and Tan- place of greatest darkness, He can then zania, when much fear, suspicion, and hos- “turn our trials into gold,” as in Keith tility were present in the country. Green’s song. Instead of working against Understanding us, the worst tragedies of life can be trans- Real Forgiveness formed by God to work for us, so that we can continue living, having been enriched We talked about the transfer of pain to within. John 10:10 tells of the thief who Jesus as being a prerequisite to being able robs us of so many things. However, Jesus to forgive from the heart, as Scripture re- came to give us life and to restore to our quires of us. All too often, I heard people spirits what Satan robbed from us. What’s say, “I’ve forgiven—it’s all past,” as a means more, He does so abundantly, causing us of avoiding facing the pain. Others op- to end up with more spiritually than we posed the preaching of forgiveness by the lost in the first place. Holding on to the church, thinking it meant condoning the bigger picture of God being able to re- wrong that had been committed. We deem everything gives us hope to face the needed to understand biblical forgiveness future. and its cost. I believe that forgiving others requires the atoning sacrifice of the Lamb, Exploring God’s Ways of just as much as our receiving God’s for- Dealing With Ethnic Conflict giveness. There has to be Someone who We spent quite a lot of time looking at can carry the sin sinned against us, bear the roots of ethnic conflict. Because our our pain for us, and take responsibility for ethnicity gives us so much of our identity, ministering to our wounded hearts, be- ethnic conflict is an attack on the core of fore we can truly forgive. It was only after our being. Here again, I used my own tes- the participants had brought their pain to timony of growing up feeling like a sec- the cross that we would begin to teach on ond-class citizen because I was Welsh. We forgiveness, usually to discover that a focused on two ways of coming to a place miracle had already taken place in their of reconciliation: discovering a new iden- hearts. Many testified of having left their tity in God’s holy nation and standing in hatred behind at the cross and now being the gap with identificational repentance. ready to forgive. What if there is no evidence of repen- Discovering a new identity tance on the part of the offender? Can in God’s holy nation there be forgiveness then? I believe the key We needed to discover our new iden- is found in 1 Peter 2:23. Jesus could for- tity as fellow citizens of God’s holy nation give the unrepentant by committing His (1 Pet. 2:9). This was a life-changing con- case into the hands of a Just Judge. There cept for me, to hear for myself God’s call will be a day of judgment, and the unre- to every child of Abraham: “Leave your pentant will be judged, but those who country, your people, and your father’s repent will find mercy. We can safely en- household, and go to the land I will show trust our case into the hands of this Judge you” (Gen. 12:1). It was thrilling to see and refuse to be the judge ourselves. Our light dawn as people began to understand hearts will then be set free. God’s call to be clothed with a higher iden- the cross in debriefing and ethnic conflict 509 tity than their tribal (national) identity. is just as powerful in bringing healing and They could then take their place as mem- reconciliation there. bers of His nation, where equality, mutual There are, however, some differences respect for each other’s cultures, and joy in emphasis when ministering in South in one another are found. I heard people Africa. In Rwanda, the pain and division say, “We Christians are no longer Hutu or are uppermost in people’s thinking, so it Tutsi—we are all members of God’s holy is possible to move straight in and look nation!” for solutions. In South Africa, however, things are supposed to be all right now. Standing in the gap with Many think that since the end of apart- identificational repentance heid in 1994, they are now reconciled, so I shared how God had disarmed my there is little enthusiasm for attending a heart of resentment and prejudice against seminar on reconciliation. One does not the English through the repentance of have to look far beneath the surface, how- some English Christians on behalf of their ever, to discover that reconciliation is forefathers. I have found that identifica- needed now more than ever. Despair, fear, tional repentance is a very powerful key and judgmental attitudes abound, and to healing woundedness (i.e., taking on (apart from some noteworthy exceptions) the priestly role of repenting on behalf of the various ethnic groups are retreating our nation, people group, forefathers, to their own ghettos. Sadly, the church ap- men, women, fathers, mothers, etc.). This pears to be particularly slow in discover- identificational repentance cannot absolve ing their brothers and sisters in the other the guilt of the past, but it can release ethnic groups. Because of the cultural dif- grace in the present for the offended to ferences, additional principles have been be able to forgive. added, which I discuss below. Each time I taught on this subject, God said to me, “You start.” And time after time, Different Ethnic Groups: God gave me a gift of repentance as a white A Blessing or a Curse? European in Africa. I confessed the sins of We look at how God views the various my forefathers, asked for forgiveness, and ethnic groups, and many have testified prayed for the healing of the African that their perspectives were radically people. This often became the catalyst for changed at this point. The God who loves heart change in my listeners, opening a infinite variety has made His divine nature whole new dimension in working towards clearly visible in creation (Rom. 1:20). reconciliation. Though it was not the cul- From one man, He made all the different tural norm for them, both Hutu and Tutsi nations (Acts 17:26) for His pleasure and began to stand in the gap, asking forgive- for the display of His glory. He delights in ness on behalf of their people group, as mankind (Prov. 8:30-31). He desires all the well as confessing their own sinful atti- ethnic groups to bring their own glory and tudes. In seminar after seminar, we saw splendor into the New Jerusalem (Psalm them weeping in each other’s arms as God 86:9; Rev. 7:9; 21:26). God’s intention was did a deep, reconciling work among us. that we would enrich and bless one an- other through the variety of our cultural South Africa expressions. His glory is so vast that no On the invitation of local South Afri- one people group could adequately ex- can Christians, I began similar seminars press His image. Rather, we all help to in South Africa. At first, I wondered if the form a multifaceted diamond. same basic format would also be anointed Following this discussion, we then ex- in a more sophisticated South Africa, but plore God’s pain, as His plan from the I am finding that the message of the cross beginning was destroyed and as ethnicity 510 doing member care well became a reason for wounding, rejection, rebuild the foundation by having a revela- injustice, pride, and even massacres to tion of God’s heart. take place. This concept is clearly a new revelation for most participants! Understanding the Wounded Spirit Cultural Redemption We examine the graphic imagery of the in the Holy Nation “bruised reed” and the “dimly burning As the members of each ethnic group wick” (Isa. 42:3) to understand the mean- rediscover their value and significance as ing of the wounded spirit. God wants to fellow citizens in God’s holy nation lift up those who are bowed down (Psalm (1 Pet. 2:9), it is possible for them to treat 145:14), and He revives the spirit of the each other as equals and to honor and lowly (Isa. 57:15). He is particularly close enjoy one another. When cultures are to those who are crushed in spirit (Psalm viewed through the prism of God’s Word, 34:18). We look at various different behav- we can discern between the special trea- ior patterns demonstrated by people who sures that God placed in every culture and have a wounded spirit, and then we spend that which is a sinful. We can have new some time looking at the fruits of passing faith for the redeeming of our culture, in judgments. I find that each ethnic group order that the culture can take its right- had judged the other ethnic groups, and ful place in and enhance the holy nation. these judgments have to be renounced in I believe it is crucial to keep this perspec- order for people to be set free of the “sow- tive. Redeeming culture should never be- ing and reaping” principle (Gal. 6:7). We come an end in itself, for then it leads to note, somberly, that the oppressed often idolatry. become the oppressors, unless the grace of God intervenes. The response to this The Thief: Robbing Us of discussion has been very positive, as par- Seeing God’s Character ticipants gain insight into each other’s We look specifically at how the history woundedness and the judgments each has of South Africa has distorted the truth made. about God’s character for each of the dif- Rediscovering Each Other ferent ethnic groups. The responses have always been profoundly disturbing. The at the “King’s Table” Zulus say, “He is the God of the oppres- In Rwanda, we ended the seminar with sor, and He favors whites. The churches the repentance time, with both personal had a notice, ‘No dogs or blacks here.’” and vicarious identification. In South Af- The Coloreds (i.e., mixed race) ask, “Did rica, however, I felt the need to add some- He want us to exist, or are we a mistake?” thing else. During the last break, we The Indians assert, “God doesn’t like In- quickly and secretly set up a lavish table dians—we have to become Westernized to of bread, wine, exotic fruits, nuts, candies, be acceptable to Him.” The Afrikaners candles, and flowers. After reminding our- maintain, “He’s the God of the Old Cov- selves of the story of Mephibosheth in enant, and we are His chosen people. We 2 Samuel 9 and the kingdom feast in Mat- obey Him, but He’s harsh and distant from thew 8:11, we would invite the partici- us.” The English claim, “God is an English- pants to eat at the “King’s table.” Each was man!” It is helpful to see that the thief of asked to take a golden (paper) crown, John 10:10 has been at work in all sec- place it on the head of someone from a tions of the community, robbing everyone different ethnic group, and say, “Welcome of the true character of God. There are no to the King’s table, fellow citizen of God’s winners in this situation. We all need to holy nation!” After serving one another and praying for each other, we finish by the cross in debriefing and ethnic conflict 511 inviting each ethnic group in turn into the out to welcome those returning and of center. The rest of us would then affirm wonderful stories of reconciliation that the members of that group and would say had taken place (e.g., a woman who had what we particularly appreciated about the lost 200 out of 250 of her extended family group. We then pronounced blessings on invited those involved in the killings to a them, sharing any encouraging and pro- meal at her home). phetic words we felt God was giving us. We began to hold new seminars, with Each “feast” has been an amazing time of Christian leaders from the refugee camps healing and celebration! Participants kept joining with those from inside the coun- saying, “I’m so happy! I’ll never forget this try. This time it was much harder. The at- day!” mosphere was often charged with fear, suspicion, and sometimes hostility. How- Results of ever, the workshop with the cross repeat- the Seminars edly led to a breakthrough, as they listened to the pain in each other’s hearts and then For the first two years in Rwanda, I knelt side by side at the cross. Although worked with church leaders of all denomi- the seminars were much tougher on the nations and both ethnic groups. God won- first day, the work of the Spirit by the third derfully answered the prayers of our many day was deeper. We saw both ethnic prayer partners, as people left the semi- groups singing and dancing together, of- nars testifying that they had been healed ten until the early hours of the morning. and were now ready to forgive and be rec- The repentance time at the end brought onciled. Skeptics said, “You don’t know more tears than the time at the cross. Again the Rwandese people. They can play and again, we heard people say, “For the games. How do you know it wasn’t just first time, I now believe that reconcilia- an emotional experience?” tion is possible!” We decided to go back for a follow-up The testimonies we are now receiving seminar three months later. At that time, from South Africa are similarly dramatic. we asked, “Did anything change as a re- People often report that they left the semi- sult of the seminar in you, your church, nar looking at the other ethnic groups with and your neighborhood?” The testimonies new eyes. “I’ve been transformed deep started pouring in of hearts set free to for- inside. Life can never be the same again!” give and love their enemies, of churches In spite of being aware of the intense spiri- that had been divided by ethnicity now tual opposition to this ministry, those who finding a new unity, of local initiatives tak- have attended the seminars are on fire to ing place to reach out to bring healing and put the principles into practice. Partici- reconciliation to their communities. We pants have started taking the initiative to heard so often, “The workshop with the spread the message of reconciliation. They cross changed everything for me! I’ve been have led multi-ethnic meetings and camps, healed ever since!” where they are seeing the same results. Skeptics still said, “Wait until the refu- To God be all the glory! gees come back. It’s easy to say you for- give when your enemies are in a different Current Ministry country.” However, the follow-up seminars and Future Directions after the refugees returned were still more encouraging! (By God’s sovereign grace, The ministry in Rwanda has now been we had just completed taking the semi- handed over to Rwandese brothers from nar to each town in Rwanda three weeks both ethnic groups ministering together, before the refugees started returning.) We and God is greatly using them. Even local heard of Christian leaders who had gone government officials are recognizing their 512 doing member care well powerful message and are inviting their Final Thoughts help in local initiatives. The area in the north, where hostilities and killings con- Reconciliation work is not a type of tinue, has been the place where we have work one can do for months on end with- seen the greatest work of the Holy Spirit. out breaks, especially with the pressures There is much work still to do. At first, inherent in ministering ethnic reconcilia- only Protestant leaders responded to the tion in places that are often still violent. invitations to the seminars, but now, after Those who think about launching out in much prayer, the doors are opening to this type of ministry should keep in mind share the same message with Catholic that there is a real price to pay in physi- leaders. I am thrilled to report that there cal, emotional, mental, and spiritual are now interdenominational, inter-ethnic terms. The strain can be intense. Good teams forming in most of the prefectures member care for such workers requires to take the message of healing and recon- proper accountability to insure that breaks ciliation through the cross down to the are taken and that care and support are grassroots. Our core team is visiting them being utilized. to advise and encourage them in their lo- This chapter has focused on member cal initiatives. care via debriefing and ethnic reconcilia- We are expanding the work in South tion, emphasizing the place of Christ’s Africa and are hoping to see multi-ethnic cross for both. Debriefing and reconcilia- teams released in different parts of the tion, however, are not an end in them- country to carry the good news of recon- selves. They are part of the larger process ciliation through the cross across the land. of demonstrating the kingdom of God, by We especially desire to see reconciliation holistically transforming communities that lived out in practical ways in the local so- are the least evangelized, the least devel- ciety. Consequently, we have teamed up oped, and highly traumatized. with community development workers to equip the reconciled churches to work Reflection and Discussion together in serving the poorest of their 1. Identify a few ways that even “nor- communities, so their societies may give mal” cross-cultural experiences can be expression to the reality of reconciled re- painful. lationships. 2. What are some of the “curative fac- We have also received many invitations tors” for wounds that the authors de- to expand into the Balkan region. A divi- scribe? sive spirit runs deep in the Balkans, not 3. How can you apply what the authors only between ethnic Muslims and Chris- have said about Christ as the sin bearer tians, but also within the Christian com- and the pain bearer? munity itself. Even many of the agencies 4. Reflect on the notion that as citizens working in the Balkans are dealing with of the kingdom of God, our true ethnicity strong divisive elements within their own is celestial and transnational. How can this teams, and there is a high need for recon- identity help prevent and resolve ethnic ciliation even between those trying to conflicts? reach out within the Balkans. We are 5. What are some of the steps needed prayerfully seeking partner organizations to develop networks for debriefing and with whom we can work and who can help ethnic reconciliation ministries? us contextualize the ministry for this re- gion. the cross in debriefing and ethnic conflict 513

References and Summerfield, D. (1998). The social experience Suggested Reading of war and some issues for the humanitar- ian field. In P. Bracken & C. Petty (Eds.), Appleby, R. (2000). The ambivalence of the Rethinking the trauma of war. London, sacred: Religion, violence, and reconcili- UK: Save the Children. ation. Lanham, MD: Rowman & Littlefield UNICEF. (1996). The state of the world’s chil- Publishers. dren. Oxford, UK: Oxford University Press. Baum, G., & Wells, H. (1997). The reconcilia- tion of peoples: Challenge to the churches. Maryknoll, NY: Orbis Books. Fawcett, G. (1999). Ad-mission: The briefing and debriefing of teams of missionaries and aid workers. Harpenden, UK: Author. Lampman, L. (Ed.). (1999). God and the vic- tim: Theological reflections on evil, victim- ization, justice, and forgiveness. Grand Rapids, MI: Eerdmans. Lederach, J. (1997). Building peace: Sustain- able reconciliation in divided societies. Washington, DC: United States Institute of Peace. ———. (1999). Journey toward reconcilia- Erik Spruyt is a second-career mission tion. Scottdale, PA: Herald Press. worker. He and his wife, Jeltje, are both Dutch Lloyd, R. (1998, rev. 2001). Healing the and are the founders/directors of Le Rucher. wounds of ethnic conflict: The role of the They have been involved with missions since church in healing, forgiveness, and ethnic 1980. They have two children who are cur- reconciliation. Geneva, Switzerland: Mercy rently finishing post-graduate courses. Erik Ministries International. holds a bachelor’s degree in physical therapy Mitchell, J., & Everly, G. (1993). Critical inci- and a master’s degree in orthopedic manipu- dent stress debriefing: An operations lative therapy. He further specialized in lead- manual for the prevention of traumatic ership development, counseling, and trauma stress among emergency services and di- care. He is a resource lecturer for the Univer- saster workers. Ellicott City, MD: Chevron sity of the Nations, College of Counseling and Publishing. Health Care, for which he developed several accredited courses. Apart from the residential Prince, D. (2000). Atonement: Your appoint- work at Le Rucher, Erik has conducted trauma ment with God. Baldock, UK: Derek Prince care seminars in South Africa, Sierra Leone, Ministries. Liberia, Guinea, Albania, and Kosovo for both Rogers, C. (1998, January–March). The chang- expatriate and indigenous workers, pastors, ing shape of security for NGO field work- and police officers. Email: mercyministries@ ers (special issue). Together. Monrovia, CA: lerucher.org. World Vision International. Robb, J., & Hill, J. (2000). The peacemaking power of prayer. Nashville, TN: Broadman & Holman Publishers. Samuel, V., & Sugden, C. (Eds.). (1999). Mis- sion as transformation: A theology of the whole gospel. Oxford, UK: Regnum Books. Shriver, D. (1995). An ethic for enemies: For- giveness in politics. New York, NY: Oxford University Press. 514 doing member care well

Rhiannon Lloyd, a former doctor of medicine and psy- chiatry, has been in full-time Christian work since 1985, ministering extensively in cross-cultural situations. Before starting the work in Rwanda, she spent many years teach- ing courses for Christian workers and counseling people with deep emotional needs. Rhiannon and her ministry are endorsed by African Enterprise, Operation Mobiliza- tion, World Vision, Tear Fund, Youth With A Mission, and Christians in Caring Professions. Rhiannon is also an as- sociate member of the International Reconciliation Coa- lition. Email: [email protected].

Renée Schudel is the Assistant Director at Le Rucher/Mercy Minis- tries International, where she has served for the past five years, primarily doing consulting and training in community development work. She has worked in missions since 1988, including seven years in war-torn Liberia, facilitating and training churches in local com- munity development initiatives. Prior to her missions career, she worked for Boeing Aerospace Company for several years as a com- puter consultant. Email: [email protected]. 48

R W O K C A E T R N LIS E C I A T CA PE R S E DE R C N A R E E S C LF AR E E S MASTER -----M -----

E U CARE R T U A A L C

Developing Member Kelly Care Affiliations O’Donnell

It is encouraging to observe the continuous expansion Regional interagency of the global missions movement, with current estimates member care affiliations of over 400,000 personnel in cross-cultural ministries (Barrett, 1997). A majority of these come from the Older (RIMAs) help to identify Sending Countries (e.g., United States, United Kingdom, and develop needed Australia, Canada), with the movement growing rapidly in the Newer Sending Countries (e.g., Nigeria, India, Brazil, resources to support Korea). Interfacing with this growing movement is the mission personnel in a maturing domain of member care, an interdisciplinary field whose overall purpose is to nurture and develop mission specific geographic personnel, from their recruitment through their retirement location. They reflect the (O’Donnell & O’Donnell, 1992). The need to sustain mis- sionaries over the long haul is seen in the recent figures on growing cooperative missionary attrition, in which each year an estimated 3.1% efforts within both the (possibly 12,000 people) depart prematurely, permanently, and for preventable reasons (Brierley, 1997). Such unde- international health care sirable attrition also spills over onto others, as its ripple and mission communities. effects negatively impact thousands of family members and friends in the home and host communities. This chapter explores How can mission organizations, sending churches, and several characteristics of member care groups work together to help provide the necessary “flow of care” (Pollock, 1997) for the increasing these strategic new numbers of mission personnel? One important way is to affiliations, interspersing form affiliations of experienced member care practitioners, who are familiar with missions and who band together for the discussion with some the purpose of developing important member care re- personal reflections sources within a specific geographic region (e.g., North Af- rica), people group (e.g., tribal groups in North India), or from the author, type of ministry (e.g., trauma management). These affilia- along with suggestions tions, when set up and maintained properly, help comple- ment the supportive resources that sending agencies are for the formation and already providing (e.g., team building, crisis care, and pas- maintenance of RIMAs.

515 516 doing member care well toral field visits). In many cases, they also Some Historical fill in significant member care gaps. Perspectives This chapter takes a closer look at a specific type of affiliation referred to by In the early 1990s, I began to explore the acronym RIMA—regional interagency the viability of developing more coordi- member care affiliation. I have had the nated member care efforts at both inter- good and challenging fortune of being national and interagency levels. I became involved with seven RIMAs over the past convinced that the time had come for de- several years. Some are functioning well, liberate pursuit of a consensually derived while others are still getting off the ground. “macro model” of member care, in order My background in community psychology to provide further support for the church’s has been especially helpful for me, as sev- mission efforts, especially among un- eral core principles from this field have reached people groups. My initial ideas shaped my involvement with these affilia- were published in the article, “An Agenda tions. for Member Care,” in which I encouraged The main thrust of this chapter is to leaders in the member care field to “step explore some of the characteristics of forward and help steer this field in re- RIMAs, relating these to community psy- sponse to the Lord’s direction” (O’Don- chology principles. Community psychol- nell, 1992, p. 112). ogy’s relevance is found in the similarity These aspirations for a more global and and compatibility of many of its concepts coordinated member care approach were with those of the member care field neither unrealistic nor without precedent. (O’Donnell, 1986). Examples include the Cooperative endeavors were being seen emphasis on working with at-risk groups in the rise of national and international (e.g., focusing on missionaries in isolated, missionary associations, as well as in the unstable settings), assessing felt needs in formation of partnerships of ministries/ order to develop supportive resources organizations focusing on specific un- (e.g., doing a needs assessment for Latin reached people groups (Taylor, 1995). American field personnel), and empow- Likewise, in the area of missionary care, ering missionary personnel with addi- there had been some encouraging coop- tional skills for personal adjustment and erative developments via three Inter- work effectiveness (e.g., offering work- national Conferences on Missionary Kids shops on stress management and contin- (ICMK, in 1984, 1987, and 1989). These gency planning). historic gatherings, in retrospect, served Interspersed with the discussion that as the main interagency, international follows are some personal comments forums for member care workers (not just about my involvement with RIMAs, along MK care personnel) to come together. with suggestions for the formation and ICMK eventually evolved into three re- maintenance of these affiliations. The fol- gional groups for the Americas, Asia, and lowing questions are addressed: What Europe/Africa, along with several local types of personnel are needed? What types chapters (Wilcox, 1998). of projects are prioritized? What are some Member care, like missions, was rap- of the pitfalls? In short, how can these af- idly growing in the 1980s, and by the early filiations become relevant for the missions 1990s, it had developed into its own spe- community? I also report on the work of cialized field (O’Donnell, 1997). The next some current member care affiliations, step was to see various streams of this field and I review similar cooperative efforts come together (psychologists, residential which have been occurring within the in- care centers, crisis care specialists, mission ternational health care and the global mis- pastors, etc.), not just for mutual support sions communities. and additional training, but to provide and developing member care affiliations 517 develop additional resources on behalf of North Africa (1994), Europe (1997), Asia the mission community in a more system- (1998), and Latin America (1999). atic way (e.g., counseling, training, crisis Similar developments were making care, screening tools, MK reentry pro- and continue to make their mark on the grams). health sciences—that is, there is a grow- Several joint member care projects ing recognition of the need for inter- were launched in the 1990s. Examples national, interdisciplinary cooperation to include the MK-CART/CORE group’s re- tackle human problems. Currently, for search on missionary kids and school per- example, there are over 60 international sonnel; the 1992 book, Missionary Care, psychological associations and related or- which was the collaborative effort of six ganizations (APA Office of International consulting editors and 23 authors; the Affairs, 1998). International psychology, 1997 WEF book on missionary attrition, seen as both a vast network and a social Too Valuable to Lose, which was a land- movement, is actively involved as a health mark book in that it included authors from care partner around the globe. Pawlik and all over the world; special gatherings that d’Ydewalle (1996, p. 489) comment: have brought together member care work- “The role of international cooperation ers, such as the three European Member and exchange (of persons, knowledge, Care Consultations held in 1997, 1999, and experience) may seem all too obvi- and 2001; smaller, informal, day consul- ous in the interest of developing cross- tations in Singapore to address member national understanding and goodwill care topics via case studies; and, as this among people of different nationality, eth- article describes, the formation of sepa- nic, or other background. Psychology has rate interagency member care groups for been opening up to and has become a the regions of the Middle East (1993), partner in many such initiatives, too nu- merous to be cited in detail.… A more re-

Table 1 People In Aid: Principles for the Care/Management of Aid Personnel

Principle 1: The people who work for us are integral to our effectiveness and success.… Human resource issues are integral to our strategic plans. Principle 2: Our human resource policies aim for best practice.… We do not aim to respond solely to minimum legal, professional, or donor requirements. Principle 3: Our human resource policies aim to be effective, efficient, fair, and transparent.… Our policies must enable us to achieve both effectiveness in our work and good quality of working life for our staff … and to promote equal opportunity. Principle 4: We consult our field staff when we develop human resource policy. We recognize that we must implement, monitor, and continuously develop our human resource policies in consultation with the people who work for us. Principle 5: Plans and budgets reflect our responsibilities towards our field staff … for staff man- agement, support, development, security, and well-being. Principle 6: We provide appropriate training, … professional support, and development before, during, and after [staff] field assignments. Principle 7: We take all reasonable steps to ensure staff security and well-being. We recognize that the work of relief and development agencies often places great demands on staff in conditions of complexity and risk.

© 1997 People In Aid. Used by permission. 518 doing member care well cent example is the initiative (through the theless, there is a motivating conviction [International Union of Psychological Sci- among most RIMA members that much ence] Committee for the Psychological more needs to be done. A prime example Study of Peace…) to help mitigate postwar of this is seen in the organization of vari- stress disorders in war-stricken Rwanda ous regional and national member care and Burundi. Other examples are psychol- consultations, whereby member care prac- ogy’s contributions to international edu- titioners (e.g., mental health profession- cational programs … or to worldwide als, physicians specializing in tropical health education initiatives under the ae- medicine, personnel directors, pastors) gis of the World Health Organization and church/mission leaders have met each (WHO).” other, have exchanged information/up- Another example of coordinated efforts dates, and in many instances have decided is seen in People In Aid’s (1997) Code of to work more closely together (Ritschard, Best Practice. This document, formulated 1992). by several humanitarian aid organizations Most RIMAs are inclusive in their mem- from the United Kingdom and Ireland, bership. They have a good representation discusses seven core principles for the of people from different organizations and management and support of aid person- nations, who have diverse mission and nel. Recognizing the draining realities of member care experience. Such diversity this labor-intensive profession, guidelines is welcomed and encouraged among com- were drawn up to help ensure the secu- munity and organizational psychologists rity and well-being of staff (see Table 1). working in international contexts, as it Organizations, both religious and non- helps assure that various groups’ needs religious, as well as those outside the are understood and that culturally relevant United Kingdom/Ireland, have been en- approaches to meeting such needs are de- couraged to discuss these principles, veloped (Adler, 1991). Initially, though, weave them into their ethos, and hold North Americans have often been in the themselves accountable for their imple- majority. An example of some criteria that mentation. Outside funding for projects have been used to invite colleagues to par- will likely be increasingly contingent on ticipate in RIMAs is presented in Table 2, the degree to which aid and mission or- taken from the Member Care Task Force ganizations are putting a code such as this of the World Evangelical Alliance’s Mis- into practice. sions Commission. Not surprisingly, I have found that Characteristics of RIMAs RIMAs work best when a number of their members have had a prior trusting rela- RIMA Personnel tionship. In fact, group diversity without RIMAs, in community psychology group trust is quite difficult to manage. It terms, are strategies for meeting a often seems that function (working on community’s felt needs by creating new strategic joint tasks) usually brings friends or alternative “settings” (Sarason, 1972). and colleagues together, but friendship These settings can be health care task and Christian fellowship keep them to- forces, support groups, and so on. At gether. From this foundation of function times, such settings are birthed out of a and friendship eventually emerges a more sense of frustration that the existing health definite form (structure) to help support service structures and social programs are the affiliation’s efforts. With time, many inadequately serving groups within their other colleagues usually connect with this catchment areas. At other times, the set- core group, forming a broad network of tings are created as an amicable way of affiliates who relate to the group for in- complementing existing resources. For formation, joint projects, and encourage- RIMAs, the latter is by far the case. None- ment. developing member care affiliations 519

Table 2 Guidelines for RIMA Members: Selection and Ongoing Involvement

Is spiritually and emotionally mature, with good family life, if married, and a support group for personal growth and accountability.
Is actively involved in member care, has specific member care skills, and works with different missions/member care networks.
Has growing or broad international experience and is a respected leader (via position and/or sphere of influence).
Has a call/desire to further develop member care in broader arenas than one’s usual work setting.
Involvement in this Task Force is supported by one’s organization—it is part of the job description in many cases.
Has access to electronic mail to communicate regularly with other members; meets with other members at least once every two years.
Term of service is three years; works on at least one Task Force project at any given time.
Has adequate clerical and financial support to participate.
Is a team player, committed to work in unity of purpose and objectives.
Understands and agrees with these guidelines and with the WEA Statement of Faith.

RIMA members need to cultivate sev-
Bards—to inspire others, point out eral different roles within their group. The future directions, and eloquently retell challenge is similar to that of community what is happening via discussions, presen- psychologists and others involved in com- tations, and training. munity work, where the issue is not just
Brokers—to connect the right infor- what one can do or what one is good at, mation about regional needs with the right but also what really needs to be done. In resources (especially people) that can other words, how do members adjust their help. usual roles, in order to meet the felt needs of under-served groups? For RIMAs, this RIMA Projects means that members must be willing to Member care affiliations, whether they stretch their role parameters at times on focus on regions (e.g., South Asia), people behalf of the mission communities they groups (e.g., unreached groups in Indo- serve. Moderating an email forum for nesia, China), or specific ministries (e.g., member care workers within a given re- trauma care), identify a number of projects gion is a good example. The task may be in keeping with the group’s goals. Each tedious, but it is quite valuable. joint project usually has a coordinator, a I see four types of roles as being basic written plan with an estimate of costs and to those who want to develop member funding sources, and an evaluation at the care in general and RIMAs in particular: end. None of the RIMAs I have worked on
Scouts—to monitor what is happen- have offered remuneration for our efforts. ing (trends, events, needs) and report back We work as volunteers; however, funds to others in the affiliation and in the mis- have periodically been available to cover sion/member care community. many expenses, made possible through
Scribes—to make accurate notes contributions from one’s organization and and write/disseminate material about what from outside sources. is happening. At the heart of RIMA projects is the goal to make a significant difference on behalf 520 doing member care well of mission personnel. At the task level, this is key to creating a sense of ownership in means developing relevant resources that the projects and making sure that they are fill in significant regional member care relevant. Using electronic mail to create gaps. At the relationship level, this means “virtual offices/teams” is a promising way demonstrating the love Christians have for to accomplish many of these projects one another, as described in John 13-17, (Koster, 1994). by supporting missionaries with member care resources and by encouraging them Gap 1: Going into the community to support each other (Pollock, 1997). to provide acceptable/accessible RIMAs can benefit from community psy- services chology’s emphasis on working with
Develop an interagency team/net- groups whose well-being is “at risk” due work/center of caregivers within the re- to inadequate development or distribution gion (e.g., Southeast Asia, West Africa, of available and potentially available re- Commonwealth of Independent States). sources (e.g., immunization programs,
Provide services via short-term field transportation to schools, single-parent visits and also for the participants at stra- support groups). In the member care tegic conferences (e.g., workshops, coun- context, at-risk groups would include mis- seling, team building, consultation). sionaries serving in isolated, potentially
Consult with regional and national traumatic, and/or politically unstable mission associations concerning member areas, with limited access to important care; maintain close working relationships supportive resources (e.g., fellowship, rec- with mission leaders. reation opportunities, safe and consistent
Set up regional consultations where sources for food, desirable educational people actively involved in member care options for missionary children). can meet each other, pray together, ex- For Collins and Porras (1994), organi- change information/updates, and receive zational consultants who write about the additional training. successful practices of visionary compa- Gap 2: Developing a nies, going after large and at times auda- “sense of community” via cious goals is a necessary means to stay communication and writing on the cutting edge in the marketplace, provided that such goals stem from the
Oversee an email forum for people company’s core vision—its raison d’être. within the region to communicate about In terms of RIMAs, this means that mem- member care issues, needs, and news. bers must not be content with just discuss-
Send out an email newsletter and ing issues, sharing updates, providing hard copy twice a year, with updates about mutual support, and helping each other past and future member care-related with their organizational-related work. events, together with commentaries/per- Rather, members must deliberately and spectives. ambitiously desire to pursue larger-scale
Set up web sites for sharing and projects that will strategically impact the disseminating member care-related mate- mission community. rials—an electronic “clearinghouse” for in- Here are three broad categories of proj- formation, current events, referral listing, ects—member care gaps—which RIMAs and useful publications. can address. Each gap heading represents
Translate and write member care a major community psychology principle materials in different languages, not just and practice. Getting missionaries them- in English. Submit articles to regional jour- selves and other member care colleagues nals and magazines (e.g., Asian Mission, involved in these projects, which is not Africa Journal of Evangelical Theology, unlike the community psychology practice Ellos Y Nosotros in Latin America). of “citizen participation” (Heller, 1990), developing member care affiliations 521

Gap 3: Empower mission “gatekeepers” to help member care work- personnel and member ers access mission communities. In some care workers ways, RIMAs may embody the vibrant spirit
Organize a network of trainers that of the grass-roots groups and movements can give workshops for national Chris- which have historically been part of the tians, member care workers, missionaries, community psychology landscape. At the and mission leaders at key locations, such same time, though, RIMAs are relationally as at graduate/Bible schools, training cen- linked to leadership structures in mis- ters, special regional gatherings, and field sions, along with other related member settings. Important topics include: care groups.
Crisis and contingency manage- Metaphorically, RIMAs function like a ment. thumb on the member care hand, in that
Interpersonal skills/peer counsel- they are able to touch, influence, and ing. complement the movements of the four
Team building skills. fingers—i.e., other member care re-
Spiritual life/retreats. sources. Members of the European RIMA
Family life/MK seminars; child called Member Care/Europe, for instance, safety. have helped organize two interagency
Member care overview course. teams of mental health and education spe-
Grief/depression/transition. cialists to provide consultation services to
Addictions/unwanted habits. missionaries in Central Asia. They have
MK personnel orientation. also sponsored two intensive member care
Stress management. courses in Germany to provide further
Develop practicum and training op- training for European mission personnel portunities in missionary care for gradu- who have member care responsibilities. ate students and other member care RIMAs also represent a key component workers (e.g., inviting colleagues to work envisioned in PACTS, a further develop- at an overseas mission conference or to ment of the macro model of member care do a field visit; offering a three-month mentioned previously (O’Donnell, 1997). practicum for graduate students). This model summarizes five future direc-
Train missionaries and national tions for this field, with the “A” standing Christian workers with member care skills, for affiliations. Again, if PACTS were a in order to provide needed services to hand, the “A” would function like the nationals (e.g., training for counseling, de- thumb, inasmuch as it works alongside to briefing, and running support and recov- help support the work of the other four ery groups). appendages, or member care directions:
Pioneering member care for at-risk RIMAs in the Broader Context groups who have limited access to sup- RIMAs do not exist on their own. They portive resources. are part of and dependent upon the mis-
Affiliating together for mutual sup- sions and member care communities. port and joint work, such as via RIMAs. RIMAs are not merely special interest
Continuing education/personal groups, lobbying for some cause. Rather, growth for member care workers. they are fundamentally mission groups,
Training others in member care via specializing in member care but intricately key workshops and courses. woven into the missions movement. In
Specializing in strategic projects to most cases, RIMAs would not exist with- provide and develop important member out the backing and involvement of con- care resources. cerned mission leaders who function as 522 doing member care well

Pulling It Together ond, RIMAs require the right personnel: In summary, RIMAs need three things members who have good relationships to be relevant. First, they need the right with health care/mission networks, who platform which they can use as a solid are respected (for godly character, com- base for themselves. For many, this means petence, contributions), and who can pro- being part of (and often emerging from) vide resources (time, skills, funding). Third, an existing mission structure, such as the RIMAs must pursue the right projects on Association of Evangelicals in Africa, the behalf of different groups or “levels” of World Evangelical Alliance, or COMIBAM mission personnel: agencies, nations, re- (Iberoamerican Missions Cooperation), gions, and also globally. Table 3 summa- plus having connections with mission rizes these factors via a member care leaders. Such relationships provide more “relevance grid” and includes relevant con- credibility and access to resources. Sec- cepts from community psychology.

Table 3 RIMA Relevance Grid for Developing Member Care

1. PLATFORM: The Right Organizational Backing Working with mission associations/influential leaders to create new “settings”

2. PERSONNEL: The Right Relationships, Respect, Resources Encouraging diversity/new roles for RIMA members and “citizen participation”

3. PROJECTS: The Right Tasks Developing resources for groups of mission personnel, especially those “at risk”

Coordinating groups (task forces, member care affiliations)
Consultations (training, joint projects, sense of community)
Centers (facilities, geographic service hubs, groups providing member care)
Compilation of resources (written materials, service organizations, referrals)
Courses/workshops (prevention of problems, empowerment for ministry)
Comprehensive study and information (research, web sites)
Coalitions/networks (tropical medicine, MK ministries, crisis care teams)

4. LEVEL OF FOCUS Agency / National / Regional / Global developing member care affiliations 523

RIMAS: Current Examples Practicalities and Pitfalls of RIMAs It takes a lot of work for RIMAs to reach The 1990s were a decade for member a point of viability. In my experience, it is care affiliations, especially RIMAs. Most a three- to five-year process to “knit the RIMAs were established as a result of an net”—to help organize a network of basic international mission conference (e.g., resources within a region. The process is Asia Mission Congress II and COMIBAM similar to that of building a house, de- in 1997) or an international member care scribed in Proverbs 24:3-4, in which wis- consultation (e.g., Middle East Member dom, knowledge, and skill are needed to Care Consultation in 1993, European establish the house and fill it with precious Member Care Consultation in 1997). Par- goods. ticipants got together, identified needs and Some people and projects start off with resources, and then formed the beginning much enthusiasm but then eventually of some type of group, which then devel- fade, largely due to time constraints. At oped into a RIMA. times, there can be relational differences In 1992, I became involved in my first and cultural misunderstandings which two RIMAs. One was for mission person- drain energy from projects. Different agen- nel in the Middle East; the other, for per- das and personalities can clash. There can sonnel in North Africa. These groups came also be different commitments to look at into being as member care workers and or go after “the bigger regional picture.” mission leaders within these regions met A coordinator may not keep the commu- to discuss regional needs and resources. nication flowing over time and over large For the Middle East, the group took shape geographic distances—functions which following a three-day workshop which are essential when people live in differ- overviewed member care. For North Africa, ent countries and their work is done in a group emerged at the end of an 18- cyberspace via electronic mail. Sometimes month process of discussion with leaders the coordinator gets stuck with most of and member care workers involved in this the work, or there is no true accountabil- region. In both cases, there was uncer- ity for the timely completion of projects, tainty as to what would materialize prac- or funds are not available to do projects. tically as a result of our efforts to talk with The possible hindrances to RIMA viability, people from such diverse backgrounds. frankly, are legion. Several other RIMAs now exist and are The potential gains, however, are continuing to be developed. On one end worth the trouble. The things that have of the task continuum, some groups tend helped me persevere are the support and to function more like discussion groups, involvement of close friends, plus a basic with occasional joint projects. On the road map to help guide my involvement other end of the continuum are those that in affiliations. With regards to the latter, I want to be more like cohesive teams and am indebted to the work of Phill Butler that intentionally go after “demanding per- and the staff of Interdev, and I have formance challenges” (Katzenbach & mingled several of his ideas regarding Smith, 1993) to develop member care, forming ministry partnerships with my while prioritizing mutual accountability/ own thoughts for member care affiliations support. (summarized in Table 4 on the next page). 524 doing member care well

Table 4 Guidelines for Effective Member Care Affiliations*

1. Affiliations are built on friendship, trust, and mutual concerns. Function (tasks) usually brings people together, but friendship keeps them together. Affiliations are spiritual entities as well as working groups, so both dimensions require attention. Prayer, worship, and sharing from Scrip- ture are encouraged. 2. Affiliations need at least one coordinator who functions by consensus to bring the affiliation together and keep the fires burning. Coordinators are like roving ambassadors that can articulate the purposes of the affiliation, while helping to bring people and resources together. They cham- pion the group’s cause. 3. Affiliations exist in order to accomplish a specific vision and tasks. Partnership for partnership’s sake is a sure recipe for failure. Consensus is always involved in identifying tasks. Working together successfully on demanding performance challenges also helps to rally the group and hold it together. 4. Affiliations have limited, achievable objectives in the beginning and become more expansive with time. They start by identifying the most important needs and member care gaps among the people/region being served. Members endeavor to get behind, not in front of, the mission com- munity in a given region (emphasizing felt needs rather than individual agendas). 5. Affiliations are a process, not an event. They may be birthed via a conference/special gathering, but they take time to form and reach viability. Lots of behind-the-scenes relationship building, exploratory meetings, and trust development occur before the groups are launched. They are even more challenging to maintain than to start. Making sure the vision stays alive, the focus remains clear, communications are good, and outcomes are relevant takes effort and long-term commitment—and not just from the coordinator! 6. Affiliations are made up of members with different backgrounds and skills. These members have relationships with mission leaders and networks, are respected, and have access to important resources. Inclusion, interdependency, and cooperation are core values; hence, other groups and individuals are invited to participate on projects. 7. Affiliations acknowledge, even celebrate, the differences in their members’ backgrounds. They focus on a common vision and values to help fulfill the group’s objectives. Members feel that they truly belong and can influence the group. People and groups participate because they want to be there and want to work together—there is a high level of ownership and participation. 8. Affiliations remain focused on their ultimate goals or vision and are not overly distracted by day- to-day operational demands. Practical jobs need to be done, and members often function in clerical roles. Nonetheless, the end product is kept in mind to guide and inspire. Mutual account- ability is essential to make sure that plans are carried out in a timely fashion. 9. Affiliations do not come free. Personal finances at first may be needed, as well as funds from one’s mission organization/church. Ultimately, outside funding, especially for larger projects, is needed. 10. Affiliations expect problems, and they plan ahead for them. They have an agreed-upon protocol for handling differing expectations, disappointments, and friction.

* Adapted from Butler (as cited in Taylor, 1995, pp. 409-410). developing member care affiliations 525

Following is a brief description of the Iberoamerican Missionary main RIMAs. Cooperation (COMIBAM) World Evangelical Alliance Pastoral Care Working Group Missions Commission This group continues to develop and Member Care Task Force (MemCa) is part of the COMIBAM structure for Latin America, Spain, and Portugal. It officially Following the International Attrition/ was set up at COMIBAM II in Acapulco, Pastoral Care Consultation in England in Mexico, in November 1997. It never really 1996, plans were made to develop a Mem- materialized at that time and was reorga- ber Care Task Force that would help stimu- nized in the summer of 1998 and then late missionary care around the world. again in November 2001 during a small, After much planning and interaction, 11 continental, pastoral care consultation individuals met in England in September held in Lima, Peru. Some of the goals are 1998 to refine and launch this strategic to publish member care materials in Span- coordinating body. MemCa functions like ish/Portuguese, develop a network of a global interagency affiliation. It could Christian mental health professionals who potentially be a good structure to help can provide consultation services (e.g., catalyze and pull together several RIMAs screening, assessment, counseling), main- around the world. The focus is on devel- tain an email forum for member care, and oping resources on behalf of mission per- organize Latin American member care con- sonnel from the “Triple A” (Asia, Africa, and sultations in different regions. América-latina) and on behalf of those working among unreached people Middle East groups. MemCa also maintains a web site Member Care Team (www.membercare.org), which includes Based in Europe, this interagency an updated, global list of member care group was set up in 1992 to help care for resources (books, counselors, events, Christian workers and their families in the training, important articles, etc.). MemCa Middle East. A special focus is resourcing regrouped during a special consultation support personnel based in Cyprus. Some in Malaysia in May 2001, and it now has members travel to the field to provide ser- 25 members. vices. They also sponsor retreats and mem- Evangelical Fellowship of Asia ber care workshops at various locations. Missions Commission A main goal is to set up a member care Member Care/Asia Task Force center in proximity to the Middle East. This RIMA is the joint effort of MK and North Africa other member care specialists. It was dis- Member Care Group cussed at the Asia Missions Congress II in Based in Europe, this is one of the Thailand in October 1997. It was then working groups of a larger regional part- birthed in May 1998, as its 10 members nership. It meets four to six times a year met for the first time. Asia is an incredibly to help coordinate and provide member diverse continent, and so the strategy is care services in North Africa and Spain, to help develop member care resources including retreats for MKs, workshops, at the national level. Prime examples of and some field visits. this effort are encouraging missions and member care workers to convene national Member Care/Europe member care consultations, increasing This group of 20 people developed as awareness of the needs of Asian MKs, and a result of the First European Member publishing materials in both English and Care Consultation, held near Geneva in Asian languages. 1997. Two other successful member care 526 doing member care well consultations have been held since then, member care group for the Netherlands in France (1999) and in Hungary (2001). is focusing on such items as the medical, Examples of projects include organizing material, career, and counseling needs of the bi-annual European consultation; link- Dutch missionaries. The one for Germany ing more extensively with member care is focusing on training and network build- personnel from Eastern Europe; provid- ing. ing field services together; maintaining an
Additional groups—There are email forum; teaching in seminaries and other groupings of member care person- institutions; and encouraging the forma- nel, such as national gatherings of person- tion of other national member care affili- nel directors, regional meetings of MK ations. The overall goal is to help develop personnel and cross-cultural trainers, re- member care within and from Europe. search groups, health care/tropical medi- cine groups, and Internet member care Central Asia Member forums. Care Working Group This group is currently re-forming with For Everything There Is a five active members and is pursuing these Season—and a Summons goals: helping to place and resource mem- ber care workers in Central Asia, helping The reality of living in a global society to monitor and exchange member care- calls each of us to take a serious look be- related information with mission leaders yond our own national, organizational, working in this area, supporting a daily and disciplinary borders. As Ray Fowler radio program being broadcast into the (1998, p. 3), the CEO of the American Psy- region to encourage workers, and provid- chological Association, puts it, “To limit ing referrals for professional care. our information to developments in the United States now makes no more sense Other Types of for psychologists than it does for econo- Member Care Affiliations mists, chemists, or political scientists.
Mobile Member Care Team—This is More than ever, we are citizens of the an interagency group of member care spe- world.” The same charge holds true for cialists. The team is developing a network mental health professionals from other of consultants who can provide crisis re- countries. sponse training and crisis intervention on Member care likewise continues to the field. The first team is located in West mature and internationalize. We in this Africa and is described in chapter 12 of field have the dual responsibility of pro- this book. viding for those in our own cultures/
YWAM Frontier Missions Member organizations, as well as promoting cross- Care Group—This group is an affiliation cultural understanding and cross-cultural of consultants in Youth With A Mission cooperation to help fill in important mem- (YWAM—an agency with over 15,000 staff) ber care gaps. This is no small task. People which provides and develops member care from other countries can see things very resources to frontier mission personnel in differently, whether it be how best to con- YWAM. The main function is to provide ceptualize and resolve human problems professional consultation to each other via (e.g., Zaman, 1998) or how best to form email and to provide counseling/work- and maintain member care affiliations. shops at regional YWAM conferences. Member care workers, be they mission
National affiliations—Other re- pastors, psychologists, or personnel direc- gional/national member care affiliations tors, are encouraged to “capitalize on continue to emerge, such as for Malaysia, those aspects of their current professional the Philippines, and Brazil. The national life which are their greatest strengths, and to find some ways to translate those developing member care affiliations 527 strengths into an effective contribution to References the missionary endeavor” (Richardson, 1988, p. 6 ). For some, these contributions Adler, N. (1991). International dimensions of nd will take the form of working as part of organizational behavior (2 ed.). Boston, RIMAs and other strategic member care MA: PWS-Kent. groups, stretching themselves to develop APA Office of International Affairs. (1998). In- additional strengths, in order to provide ternational snapshots. Psychology Interna- further support for missions. tional, 9(3), 10. I have sometimes wondered if RIMAs Barrett, D. (1997). Annual statistical table on will become a passing trend, slated to go global mission: 1997. International Bulle- tin of Missionary Research, 21, 24-25. the way of many well-intentioned aspira- tions. But I really do not think so. It would Brierley, P. (1997). Missionary attrition: The ReMAP research report. In W. Taylor (Ed.), seem that the season for member care af- Too valuable to lose: Exploring the causes filiations is just beginning. If the way for- and cures of missionary attrition (pp. 85- ward to reach the unreached is to work 104). Pasadena, CA: William Carey Library. cooperatively across organizational, cul- Collins, J., & Porras, J. (1994). Built to last: tural, and disciplinary lines, pulling our Successful habits of visionary companies. strengths, skills, and prayers together, New York, NY: Harper Business. then RIMAs are right on target. RIMAs, Fowler, R. (1998, May). Sample psychology’s when carefully formed and maintained, international flavor. APA Monitor, p. 3. have already played and will continue to Heller, K. (1990). Limitations and barriers to play an important role in world evangeli- citizen participation. Community Psycholo- zation. gist, 2, 11-12. Katzenbach, J., & Smith, D. (1993). The wis- Reflection and Discussion dom of teams: Creating the high-perfor- mance organization. Boston, MA: Harvard 1. How could a RIMA be developed for Business School Press. your region? Who could be involved? How Koster, J. (1994). Knights of the tele-round could you share about the need for these table: Third millennium leadership. New affiliations? York, NY: Warner Books. 2. Review the 10 summary principles O’Donnell, K. (1986). Community psychology in Table 4. Which ones seem to be the most and unreached peoples: Applications to important for RIMA cohesion and effec- needs and resource assessment. Journal of tiveness? Psychology and Theology, 14, 213-224. 3. What are some of the main hin- ———. (1992). An agenda for member care in drances that can prevent RIMAs from frontier missions. International Journal of achieving viability? Frontier Missions, 9, 107-112. 4. Comment on the author’s optimis- ———. (1997). Member care in missions: Glo- tic perspective on the role and future of bal perspectives and future directions. RIMAs. Journal of Psychology and Theology, 25, 5. Some member care people are bet- 143-154. ter gifted for providing services within a O’Donnell, K., & O’Donnell, M. (1992). Per- specific setting, and others are more ori- spectives on member care in missions. In ented towards developing resources at K. O’Donnell (Ed.), Missionary care: broader, regional levels. What are some Counting the cost for world evangelization (pp. 10-23). Pasadena, CA: William Carey ways that these two types of people could Library. work together to provide better care for Pawlik, K., & d’Ydewalle, G. (1996). Psychol- mission personnel? ogy and the global commons: Perspectives of international psychology. American Psy- chologist, 51, 488-495. 528 doing member care well

People In Aid. (1997). Code of best practice in the management and support of aid per- sonnel. London, UK: Overseas Develop- ment Institute. Pollock, D. (1997). Developing a flow of care. Interact, 7, 1-6. Richardson, J. (1988). Teaching Nigerian psy- chiatry in Nigeria. Presentation at the annual Mental Health and Missions Con- ference, Angola, IN. Ritschard, H. (1992). The member care con- sultation. In K. O’Donnell (Ed.), Mission- ary care: Counting the cost for world evangelization (pp. 345-356). Pasadena, CA: William Carey Library. Sarason, S. (1972). The creation of settings and Kelly O’Donnell is a psychologist working the future societies. San Francisco, CA: with Youth With A Mission and Mercy Minis- Josey-Bass. tries International, based in Europe. He co- Taylor, W. (1995). Lessons from partnerships. chairs with Dave Pollock the Member Care Evangelical Missions Quarterly, 31, 406- Task Force (MemCa), part of the World Evan- 415. gelical Alliance’s Missions Commission. Kelly Wilcox, D. (1998). Development of regional studied clinical psychology and theology at networks. In J. Bowers (Ed.), Raising re- Rosemead School of Psychology, Biola Univer- silient MKs: Resources for caregivers, par- sity, in the United States. Specialties include ents, and teachers (pp. 456-464). Colorado personnel development, setting up member Springs, CO: ACSI. care affiliations, team building, and crisis care. Together with his wife, Michèle, he has Zaman, R. (1998). The adaptation of Western published several articles in the member care psychotherapeutic methods to Muslim so- field, along with editing Helping Missionar- cieties: The case of Pakistan. World Psychol- ies Grow (1988) and Missionary Care ogy, 3, 65-88. (1992). They have two daughters: Erin, aged 12, and Ashling, aged 8. Email: 102172.170@ compuserve.com. This is an update of an article that was first published in the Journal of Psychology and Theology (1999, vol. 27, pp. 119-129). Used by permission. 49

R W O K C A E T R N LIS E C I A T CA PE R S E DE R C N A R E E S C LF AR E E S MASTER -----M -----

E U CARE R T U A A L C

Global Member Care Harry Hoffmann Resource List Kelly O’Donnell

This listing updates the “International Guide for Mem- Member Care services ber Care Resources” in Too Valuable to Lose (1997). The are not just for those listing is not exhaustive. Rather, it includes a good sam- pling of some 200 service organizations around the globe. who are struggling. These are primarily Christian groups and individuals, plus Everyone needs them! some sending agencies that provide interagency resources. Most of these organizations are actively involved in the care This Global Member and development of mission personnel. Care Resource List In general, the main services emphasized are pastoral care, psychological consultation, training, counseling, and is a reference tool medical advice. These member care services are meant to that you or your group complement the various ones that mission agencies are al- ready providing their own people. They are an important can use to part of the overall member care strategy needed for healthy take advantage personnel. To use this guide, look up the geographic area in which of the many you are interested and then read the brief description of member care resources the services that are offered under each listing. Contact one or more of the listings for more specific information that exist and about services (types, fee structure, languages spoken, back- are being developed. ground experience, or referrals). In case you need more specific information and help, you can also contact one of the Regional Member Care Groups or send an email to one of the Member Care Fo- rums (see the Publications section of this listing), which can send out your request to a broader group of people who might be able to help. You can also contact regional Evangelical missions associations for possible referrals. Several agencies also provide services outside the coun- try where they are located via field visits and email com- munication. Remember to talk openly with and interview the potential counselor/consultant in order to ensure a

529 530 doing member care well good fit between your needs and the types Part 1: Continents of services that are offered. Finding mem- ber care resources for missionaries in cre- AFRICA ative access countries is done discreetly Côte d’Ivoire and by word of mouth, rather than via a “public” listing like this one. Be sensitive Mobile Member Care Team West Africa of security issues as you communicate with Dr. Karen Carr, Clinical Director people in these countries. 25 B.P. 498, 25 Abidjan Fax: +1-360-838 8826 Note that there are several other ex- Email: [email protected] cellent service agencies that were not in- Email: [email protected] cluded here, due to space limitations or lack of information. A group/person’s in- An inter-mission multidisciplinary group of clusion in this listing does not mean we counselors and trainers focusing on trauma are “certifying” or “vetting” them. Further, care. Also provides crisis response training, critical incident stress debriefing, crisis man- certain geographic areas are deliberately agement consulting, interpersonal skills work- not listed for security reasons and/or be- shops, brief counseling, referral and training, cause few service agencies are actually lo- and mentoring of peer response teams. cated within these regions. This listing will be updated on a regu- Ghana lar basis. If there are other organizations Africa Christian Mission and people to include in future updates, Seth Anyomi, Director or if there are any changes in other en- Box 2632, Accra tries, please contact the authors via email Tel: +233-21-775268 at . Fax: +233-21-775268 You can find an updated version of this Email: [email protected] list on the WEA Member Care web site at Provides reentry help, debriefing for crisis and . trauma, medical evaluation and care, and re- ferrals. Contents Kenya Part 1: Continents Oasis Counselling Centre
Africa Gladys K. Mwiti, Chief Executive & Founder
Asia P.O. Box 76117, Nairobi
Australasia Tel: +254-2-715 023
Central Asia Fax: +254-2-721 157
Europe Email: [email protected]
Middle East Pan-African organization that provides Chris-
North America tian counseling and training. Languages: En-
South America glish, Kiswahili. Part 2: Other Resources Tumaini Counselling Centre Dr. Roger Brown
Regional Member Care Groups P.O. Box 21141, Nairobi
Internet Resources Tel: +254-2-716 441
Publications and Email Forums Fax: +254-2-724 725 Email: [email protected] Serves missionaries working in 26 African nations from over 100 mission organizations. Provides care following trauma and evacuations, mar- riage/family counseling, short-term individual counseling, consulting with MK schools and organizations, and preventive care seminars. global member care resource list 531

Nigeria Bethany Ministries Ltd. 17a The Peak, Cheung Chau Island AEA/Evanglism & Missions Commission Tel: +852-2981 7114 Naomi Famonure Fax: +852-2981 5047 Messiah College, Barkin Ladi, Plateau State Email: [email protected] Tel: +234-735-43110 Email: [email protected] Provides a “home away from home” for Chris- tians of all denominations working in Hong Helps missionaries realize their potential in Kong and Asia. Provides informal pastoral care missions. Special emphasis on families and and encouragement to workers in the field. MKs. Languages: English, French. North Africa Child and Family Centre Caleb Knight, Psychologist Member Care North Africa 15F The Strand See Europe/Spain for more details. 49 Bonham Strand East, Sheung Wan Tel: +852-2543 0993 Senegal Fax: +852-2543 0996 United World Mission Email: [email protected] Scott Hicks, Counselor Secular resource: Provides psychological ser- B.P. 3189, 497 Dakar vices for children and families. Tel: +221-832-0682 / Fax: +221-832-1721 Email: [email protected] Hong Kong Assoc. of Christian Missions Dr. Terina Khoo, Psychologist Resource for member care in Senegal. 340 Portland Street, Unit 2, 6F South Africa Mongkok, Kowloon Tel: +852-2392-8223 Member Care Southern Africa Fax: +852-2899-0773 Marina Prins Email: [email protected] 8 Eben Olivier Street, 7560 Brackenfell Tel: +27-21-981 2973 Provides assessment, counseling, field visits, Fax: +27-21-981 0000 and a contact for Hong Kong member care. Email: [email protected] India Helps equip local churches in member care, India Missions Association on-field care, reentry, assessment, and re- Pramila Rajendran search. Languages: Afrikaans, English. 48, first Main Road Zimbabwe East Shenoy Nagar, 600030 Chennai Tel: +91-44-6258896 YWAM South Central Africa Fax: +91-44-6255092 Laurie Crull, Pastoral Coordinator Email: [email protected] YWAM P.O. Box A 420 Avondale, Harrare Tel: +263-4-300069 Contact/resource person for member care. Email: [email protected] Web site: www.ywamsca.com Missionary Upholders Trust John Ratnakumar, Coordinator Provides training in pastoral care. Languages: 2/91 551 JI Bethel Bharathidasan Street Portuguese, English. 632 002 Vellore Tel: +91-416-265187 ASIA Fax: +91-416-265187 Email: [email protected] Hong Kong Web site: www.careandserve.org Dr. Ben Wat Serves Indian missionaries through prayer, Hong Kong emergency funds for medical services, and Email: [email protected] planning for pension and rest houses. Works as a therapist with pastors and mission- aries in Hong Kong. 532 doing member care well

Wycliffe Bible Translators Global Missionary Training Center Jacob George C., Coordinator for South Asia David Tai-Woong Lee, Director P.O. Box 376, Andhra University 231-188 Mok 2-Dong P.O., AP_530003, Vizag Yangchun-Gu, 158-052 Seoul Tel: +91-891-530641 / 538101 Tel: +82-2-2649 3197 Fax: +91-891-701732 Email: [email protected] Email: [email protected] Web site: www.gmtc.or.kr Supports the church, missions, and mission- Provides training for Korean missionaries. aries by informing, motivating, and equipping. Hanse Clinic Japan Dr. Eun-sup Son, Director 16-7 Dangsan-dong 5-ga Family Focus Japan Youngdeungpo-gu, 150-045 Seoul Tsuneo Maejima, Committee member Tel: +82-2-2635 8668 831 Takada, 381-0034 Fax: +82-2-2634 0239 Nagano-Shi, Nagano-Ken Email: [email protected] Tel/Fax: +81-26-227 4632 Web site: www.hanse.pe.kr Tel/Fax: +81-45-972 3971 Email: [email protected] Provides holistic care for missionaries: at pres- Email: [email protected] ent, physical checkups and medical advice. Web site: www.familyfocus.gr.jp Missionary Counselling Care Centre Provides books, tapes, magazines, and semi- Lee Man-Hong, Director nars to help families. Counseling is offered Dept. of Psychiatry, Yonsei Medical Centre through mail and email only. Languages: Japa- CPO Box 8044, Seoul nese, English. Tel/Fax: +82-2-364 6134 Email: [email protected] Member Care Working Group Web site: www.nownuri.net/-k541/mcc.html Faith de la Cour Email: [email protected] Provides aptitude tests, job ability tests, and counseling for home assignees and candidates. Discusses/plans for the member care needs of expatriate missionaries in Japan; part of JEMA. MK Care and Development (IMB) Phala Echols, Coordinator MK Care WBT (Wycliffe) Japan Youido P.O. Box 45, 150-601 Seoul Toshio Nagai Tel: +82-2-761 1337 4-31-7 Hamadayama Fax: +82-2-761 1338 Suginamiku, 168-0065 Tokyo Email: [email protected] Tel: +81-3-3313-5029 Fax: +81-3-3313-5048 Provides care for MKs in the Philippines, Ko- Email: [email protected] rea, and Japan.

Contact for member care in Japan. Specializes MK Nest in MKs. Languages: Japanese, English. Ruth Insook Baek Korea Mok 2-dong, Yangchun-Ku, 231-163 Seoul Tel: +82-2-653 3519 Global Missionary Fellowship Fax: +82-2-652 3870 Moon-Gap Doh, Executive Director Email: [email protected] Ansan P.O. Box 131 Web site: www.mknest.org Kyung-Ghee Province, Ansan City Tel: +82-31-419 6192 Helps Korean MKs through networking, edu- Fax: +82-31-401 3940 cation, support, and training. Provides coun- Email: [email protected] seling, educational information, training of MK Web site: www.gmpkorea.org teachers, parents seminars, etc. Languages: Korean, English. Member care contact for Korean missionaries. global member care resource list 533

Malaysia Part of the Philippine Council of Evangelical Churches. Offers prayer counseling, training, Intercare Berhad and seminars in English, Tagalog, and P.O. Box 13002, 50769 Kuala Lumpur Cebuano. Tel: +60-3-7784 8430 Fax: +60-3-7784 8403 Youth With A Mission Email: [email protected] Brenda Bosch Provides debriefing and full medical checkups P.O. Box 196, 1900 Cainta for partners on furlough. Helps in reentry pro- Tel: +63-2-646 7359 cess, including rest/relaxation and holiday/re- Fax: +63-2-646 7368 treat. Email: [email protected] Provides consultation in personnel develop- Member Care Malaysia ment, debriefing, staff orientation, and train- Beram Kumar, Contact ing of potential member care workers from all P.O. Box 8036, Pejabat Pos Kelana Jaya churches and agencies in Asia and Africa. 46780 Petaling Jaya, Lelangor Darul Ehsan Email: [email protected] Singapore Contact for resources and referrals; editor of Counselling and Care Centre a member care handbook, Malaysian missions. Gracia Wiarda, Therapist Block 536 Upper Cross Street Philippines 050536 Singapore Alliance Biblical Seminary Tel: +65-536 6366 Heather and Fred Gingrich, Counselors Fax: +65-536 6356 P.O. Box 1095, 1099 Manila Email: [email protected] Email: [email protected] Provides counseling, debriefing, psychological Web site: www.abs.edu.ph assessments, training and supervision in coun- Offers counseling, marriage and family minis- seling, field visits, and workshops. try programs, and referrals. Member Care Associates – Asia EIRENE Psychological Services Esther Tzer Wong, Coordinator Naome G. Basilio, Psychotherapist Email: [email protected] Corner Francisco University Avenue Interagency group that organizes workshops Juna Subd., Matina, 8000 Davao City and helps to coordinate member care re- Tel: +63-82-298 2820 sources in/from Singapore. Email: [email protected] Offers individual, marital, and family counsel- Resources for Living ing and testing in English and Tagalog. Thomas Hock-Seng Lee, Clinical Psychologist Marine Parade P.O. Box 667 Philippine Member Care Group 914406 Singapore Eric Miole, Coordinator Tel: +65-4408862 Email: [email protected] Fax: +65-3466552 Email: [email protected] An interagency group developing member care resources for Filipino missionaries. Supports and facilitates cross-cultural sojourn- ers in their personal growth and effectiveness. Wholeness Ministries Offers candidate screening/assessment, indi- Virmi G.Nery, Chairperson vidual and family therapy, and missions agency 148 Soliven-Alvendia Street consulting/training. Languages: English, Man- S. Green Heights Village, 1770 Muntinlupa darin. Tel: +63-2-8070 117 Fax: +63-2-9131 675 Email: [email protected] Email: [email protected] 534 doing member care well

St. Andrew’s Lifestreams Provides short-term consultations and 2-3 250 Tangjong Pagar, 088541 crisis sessions, then refers to competent lay #02-01 St. Andrew’s Centre, Singapore prayer ministry counselors in Chiang Mai. Lan- Tel: +65-323-2902 guages: English, Thai. Email: [email protected] Asia Center for World Missions A training and resource center for those in the Dr. Danny Martin caring and counseling profession. A commu- 5/28 Fisherman Way, Vises Road nity project of St. Andrew’s Mission Hospital Rawai, 83130 Phuket for holistic care in the community through Tel: +66-76-280208 training, consultation, and networking. Fax: +66-76-280523 Email: [email protected] Taiwan Web site: www.AsiaCenter.ac Chang-I Bonnie Chen, Professor Provides counseling service and mentoring for Dep. of Psychology, National Chengchi U. Christian workers needing encouragement and 116 Taipei direction. Also offers training, conferences, and Tel: +886-2-29387398 relaxing vacations in southern Thailand. Lan- Fax: +886-2-86618099 guages: English, Mandarin, Cantonese. Email: [email protected] Email: [email protected] Juniper Tree Provides personality and aptitude testing for Hua Hin missionaries and potential missionaries. Tel: +66-32-511139 Email: [email protected] Center for Counseling and Growth Web site: www.j3-16.com/junipertree Steve Spinella, Director Rest and relaxation place for Christian work- Ta Yi Street, Lane 29, #18, 2F-1 ers at the seaside of southern Thailand. Taichung 404 Tel: +886-4-236 6145 Juniper Tree 2 Fax: +886-4-236 2109 Chiang Mai Email: [email protected] Tel: +66-53-277104 Web site: www.team.org.tw/spinella Fax: +66-53-279913 Serves the international community with coun- Email: [email protected] seling for adults, children, couples, and fami- Web site: www.j3-16.com/junipertree lies; seminars, retreats, focus groups, clinical Rest and relaxation place for Christian work- supervision, psychological testing, and career ers. counseling. Languages: English, Mandarin, Taiwanese, Spanish, German. Member Care Network Chiang Mai Harry Hoffmann, Coordinator Thailand P.O. Box 290 CMU Cara Flanders, Marriage/Family Therapist 50202 Chiang Mai 95/78 Moo Baan Nantawan Tel: +66-1-9982954 Nimmanhemin Rd Tambol Fax: +66-53-357886 Amphur Muang Email: [email protected] 50200 Chiang Mai An affiliation of international colleagues to Tel: +66-53-215787 develop member care for Christian workers in Mobile: +66-1-7653595 Chiang Mai and surrounding regions via mu- Email: [email protected] tual support/encouragement, facilitating work- Marriage/family therapist in private practice. shops, networking, and referrals. Developing an interagency member care office and a re- Dr. Esther Wakeman, Psychologist source/counseling center for the region. Payap University 50000 Chiang Mai Tel: +66-53-243 645 Fax: +66-53-241 983 Email: [email protected] global member care resource list 535

Raintree Resource Centre New Zealand 3 Charoen Muang Road, P.O. Box 18 Arahura Center 50000 Chiang Mai Murray Winn Tel: +66-53-262 660 406 Barrington St. Email: [email protected] 8002 Spreydon, Christchurch Web site: www.raintreecenter.org Tel: +64-3-338 1080 Provides orientation material, database, and li- Fax: +64-3-338 6654 brary for expatriates in Chiang Mai. Email: [email protected] Provides a supportive Christian community AUSTRALASIA producing quality, innovative healthcare within Australia a holistic framework for clinical, educational, social/community, research, and advocacy Christian Synergy Centre needs. Offers assessment and psychological Dr. Kathleen Donovan services. 204 Wommara Avenue 2280 Belmont NSW Living Stones Consultancy Tel: +61-2-49458484 Don Smith, Psychologist Fax: +61-2-49455413 14 Arizona Grova Email: [email protected] Brooklyn, Wellington Tel: +64-4-384 2361 Provides member care training/resources, in- Fax: +64-21-524 843 volvement in inter-mission conferences and Email: [email protected] councils to promote member care, assessment, debriefing, and counseling. Contact for Aus- Contact person for NZ. Clinical psychologist, tralia. consults with mission boards and churches providing psychological assessments for can- Communication Care Network didates and returning missionaries. Asia/Pacific John and Tima Bakker, Directors Third Culture People’s Network P.O. Box 7, ACT 2911, Mitchell Stephen and Raewyn Pattemore Tel: +61-2-6241 5500 12 Colin Wild Place Fax: +61-2-6241 6098 1310 Auckland Email: [email protected] Tel/Fax: +64-649-441 9298 Email: [email protected] Provides training and resources for workers in the Asia/Pacific regions. Contact for Australia. A peer support group for MKs and other TCKs returning to NZ and dealing with transition. Listening Ear Runs social programs and camps to link newly Lindsay Sutherland, Counsellor returned MKs with those who have been back 24 Efron Street, VIC 3131, Nunawading some time. Tel/Fax: +61-3-9894 3761 Email: [email protected] CENTRAL ASIA Web site: www.chessnet.com.au Member Care by Radio A counseling service to church members, mis- Trans World Radio – Europe sionaries, missionary kids, and their families. Postfach 141 1235 Vienna, Austria Email: [email protected] Web site: www.twr.org Provides a daily radio program in English di- rected to workers living in Central Asia, trans- mitted by Trans World Radio. Broadcasts daily at 16:25-16:40 o’clock UTC on 864 kHz (MW) and 49 mb (SW). 536 doing member care well

EUROPE Email: [email protected] Web site: www.pastoralecounseling.org Austria Offers pastoral counseling for adults and chil- Judith Davids, Counselor dren; training in Belgium and the Netherlands. Kohlstattgasse 3/30 6021 Innsbruck Denmark Tel: +43-664-243 4684 John Rosenstock, Psychologist Fax: +43-512-560 527 Katrinevej 31, 2900 Hellerup Email: [email protected] Tel: +45-3962-0848 www.myworld.privateweb.at/pjdavids/default Consultant for mission boards; offers psycho- Provides counseling for missionaries/pastors logical counseling for missionaries. Languages: in Europe. Danish, English.

Barnabas Zentrum Jorgen and Anette Due Madsen, Steven Williams, Ph.D., Director Psychiatrist and Psychologist Stall 35, 9832 Stall/Moeltal Alkershvilevej 59, 2880 Bagsvaerd Tel: +43-4823-315 (ext. 2 or 5) Tel: +45-4498-1737 Fax: +43-4823-315 Email: [email protected] Email: [email protected] www.netlifemin.org/ministries/bzentrum/ Consultants for mission boards; offer psycho- index logical counseling for missionaries. Languages: Danish, English. Focuses on families of missionaries who are serving in Europe, North Africa, and the Middle Danish Mission Council East. The facility is an interdenominational Mogens S. Mogensen, General Secretary personal and marital retreat center providing Skt. Lukas Vej 13, 2900 Hellerup a 12-day retreat counseling program to address Tel: +45-3961-2777 issues such as marital crises, stress, burnout, Fax: +45-3940-1954 interpersonal relations, sexual problems, de- Email: [email protected] pression, vocational conflicts, etc. Web site: www.dmr.org

Missionswerk “Leben in Jesus Christus” Network of groups and individuals that pro- Postfach 197, 6460 Imst vide member care services to Danish mission- Tel: +43-5412-65684 aries in Denmark, including pre-field training, Fax: +43-5412-61401 psychiatric consultation, counseling, debrief- ing, and graduate level training. Provides seminars and retreats for spiritual re- newal, counseling, and marriage/family enrich- DUO ment. Jacob Hoeg Jenson Evanstonevej 4a, 1.tv, 2900 Hellerup Pro Family Counseling Center Tel: +45-3918-4535 Art and Ursula Spooner, Counselors Email: [email protected] Frauengasse 4/2 Web site: www.duopage.dk 1170 Vienna Tel: +43-699-19564238 Provides seminars and consultation on third- Email: [email protected] culture children. Languages: Danish, English. Provides consultation/counseling to Austrians, Institute for Diakoni og Sjaelesorg missionaries, and expatriates in Vienna. Lene Oestergaard Kolonien Filadelfia, 4293 Dianalund Belgium Tel: +45-5826-4200 Centrum voor Pastorale Counselling Fax: +45-5826-4239 Jef De Vriese, Director Email: [email protected] St. Jansbergsesteenweg 97, 3001 Haverlee Provides debriefing, individual counseling, and Tel: +32-16-200927 retreats. Languages: Danish, English. global member care resource list 537

Missionary Fellowship An interagency mission center developing and Ove Bro Henriksen, Coordinator providing member care resources in/from Eu- Gyvelvej 22, 761 Ejstrupholm rope. Focus is on personnel serving in relief, Tel: +45-75772904 development, and frontier settings. Offers de- briefing and trauma counseling in English, Provides seminars and retreats for former mis- French, German, and Dutch. sionaries. One Another Member Care Services France Dr. Robert Lugar, Director Entrepierres 150 Chemin des Colombiers Jonathan Ward, Director 34820 Assas Le Vieux Village Tel: +33-4-6755 6690 04200 Entrepierres Email: [email protected] Tel/Fax: +33-492-612509 Web site: www.OneAnother.com [email protected] Provides crisis intervention, conflict mediation, Web site: www.famillejetaime.com counseling, consulting, and training for mis- Offers Christ-centered rest, refreshment, and sionaries and pastors. restoration via pastoral care, counseling, and consultation for Christian workers and their Germany families in French-speaking Europe. Annemie Grosshauser, Psychologist ORA International Famille et Jeunesse en Action Lindenstr. 16, 21521 Aumuehle Claude and Ginette Gaasch, Directors Tel: +49-4104-7571 17 avenue Marechal Foch Fax: +49-4104-692896 68500 Guebwiller Email: [email protected] Tel: +33-389-621011 Fax: +33-389-621100 Offers debriefing, crisis intervention, and Email: [email protected] counseling (inner healing, deliverance). Spe- Web site: www.famillejetaime.com cial emphasis: Muslim world. Languages: Ger- man, English, Farsi. Offers training in counseling, men’s ministry/ groups, family camps, conferences, counsel- Dr. Lianne Roembke ing, and counseling supervision. Otto-von-Guericke-Str. 106 39104 Magdeburg Inter. Family and Church Growth Tel/Fax: +49-391-561 9737 Institute Email: [email protected] Dr. Walter Stuart, Director 13b rue Principale Consultant for multicultural teams, speaker 68610 Lautenbach and consultant for missionary staff conferences Tel: +33-389-763159 in English and German. Fax: +33-389-763979 Email: [email protected] Columbia International Univ. – Germany Hindenburgstr. 36 Offers pastoral/family counseling; crisis and 70825 Korntal-Munchingen trauma debriefing; consultations and medica- Tel: +49-711-8396533 tion for missionaries, MKs, and mission orga- Fax: +49-711-8380545 nizations. Email: [email protected] Web site: www.aem.de Le Rucher Erik and Jeltje Spruyt, Directors Offers seminars in the German language and 2067 Rte de Tutegny context for missionaries on furlough and 01170 Cessy people preparing for cross-cultural ministry. Tel: +33-450-283379 Emphasis is on Christian maturity, instruction Fax: +33-450-283385 in biblical and theological curricula, and train- Email: [email protected] ing in the skills needed for effective cross- Web site: www.lerucher.org cultural ministry. 538 doing member care well

El Shalom E.V. Member Care Partners Germany Irmgard Ott Friedhilde and Helmut Stricker Uhlandstr. 2 Coordinators 71120 Grafenau Kirchberg 2, 74243 Langenbrettach Tel: +49-7033-130747 Tel: +49-7946-91 51 31 Fax: +49-7033-130748 Fax: +49-7946-91 51 51 Email: [email protected] Email: [email protected] Offers counseling, consulting, and retreats. Contact for member care in Germany. Provides networking with Evangelical mission agencies, IGNIS Academy for Christian Psychology consulting missionaries, and referrals. Aim is Kanzler-Stuertzel-Str. 2 to build a partnership of counselors, mission 97318 Kitzingen leaders, and missionaries and to encourage Tel: +49-9321-13300 local churches in member care. Fax: +49-9321-133041 Email: [email protected] MK-Care Web site: www.ignis.de Priscilla Elsaesser, Contact Aberlin-Joerg-Str. 20, 70372 Stuttgart Counseling center, Christian graduate pro- Tel: +49-711-5594770 gram in psychology, referral source for coun- selors in the German-speaking world. Also Maintains a network for MK care in Germany. runs an inpatient psychiatric facility. Neue Hoffnung E.V. Janz Team Ministries Gisela Stuebner Bryan Sweet Frankfurter Str. 4, 35091 Coelbe European Personnel Supervisor Tel: +49-6427-931519 Im Kaeppele 8, 79400 Kandern Email: [email protected] Tel: +49-7626-916080 Offers seminars and counseling for missionar- Fax: +49-7626-916009 ies and full-time Christian workers. Email: [email protected] Web site: www.janzteam.com Renew Counseling Services Contact for developing a missionary care pro- Dr. Roni Pruitt, Psychotherapist gram from recruitment to retirement. Willmann Damm 10, 10827 Berlin Tel: +49-30-781 8091 Klinik Hohe Mark Email: [email protected] Friedlaenderstr. 2, 61440 Oberursel Provides therapy, seminars, and member care Tel: +49-6171-204 0 courses by trained professionals who have Fax: +49-6171-204 8000 served as career missionaries. Also provides Email: [email protected] field resources to support mission personnel. Web site: www.hohemark.de Christian psychiatric facility with residential Hungary and outpatient services. Treatment for trauma Dr. Evan Parks and mental disorders. Menyecske u. 1, VI-40, 1112 Budapest Tel: +36-1-310 1321 Member Care Network International Email: [email protected] Ron and Barbara Noll, Coordinators Email: [email protected] Developing a care center for individuals and couples seeking spiritual/emotional renewal. Provides counseling, crisis care, courses in character development/member care, mentor- Ministry Essentials ing of missionary counselors, and training for David Shepherd, President small group leaders. Languages: English, Ger- Nadudvar ut.6/A, 1116 Budapest man, Spanish. Tel: +36-1-226 5391 Email: [email protected] Offers leadership development through spiri- tual formation/direction, retreats, and therapy. global member care resource list 539

SHARE Educational Services Spain Dr. David Brooks, President Carolyn Kerr, Ph.D. Ifjusag u. 11, 2049 Diosd C/Montelirio 8 Tel: +36-23-381 951 41908 Castilleja de Guzman Fax: +36-23-381 208 Tel/Fax: +34-95-572 0503 Email: [email protected] [email protected] Web site: www.share-ed-services.org Offers consultation and emergency psychologi- Provides information, counsel, materials, and cal evaluation; short-term individual, marital, human resource support to missionary fami- and family counseling; conflict resolution; lies in Europe and the former Soviet Union in seminars on burnout; and training in coun- meeting the educational needs of their chil- seling. Languages: English, Spanish. dren. Norway Centro de Neuropsiquiatría y Psicología Raúl García, Psychiatrist RoB, Instituut for Sjelesorg Mateo Inurria, 13, 1º B, Solveig and Bjoern Lande, Psychiatrists 28036 Madrid Hoenskollen 7, 1384 Asker Tel: +34-91-3598600 / 3598609 Tel: +66-78-2897 Fax: +34-91-3503651 Fax: +66-78-4217 Email: [email protected] Email: [email protected] Offers individual and family therapy, counsel- Practicing general psychiatry including crisis ing. intervention; family therapy; psychotherapy for children, adults, and groups; counseling De Familia a Familia; FamilyLife in conflict situations; debriefing; reentry; lec- Victor and Cesca Miron, Coordinators turing; and supervising counselors and mis- 37 Malats bajos sionary leaders. The pastoral members of RoB 08030 Barcelona provide counseling, debriefing, retreats, Tel: +34-93-2740642 shorter courses, and more extensive education Fax: +34-93-4530915 in counseling. Email: [email protected] Web site: www.defamilia.org Poland Focuses on prevention in the areas of marriage Life and Mission Ministry and family, with marriage conferences, small Henrik and Alina Wieja group material, premarital seminars, parenting Ul. 3 - go Maja 3, 45-450 Ustron seminars, and basic counseling. Tel: +48-33-54 29 95 Email: [email protected] El Faro Email: [email protected] Calle Plata 16 primero Web site: www.silesia.pik-net.pl/forum/misja 41014 Seville Tel: +34-546-93398 Offers Christian counseling and promotion of Email: [email protected] biblical concepts and apologetics in Polish so- ciety. A Christian pastoral counseling and retreat center ministering to the brokenness of per- Russia sons through a process of biblical counseling Moscow Center of Psychology and healing prayer in a safe atmosphere. Alexander Makhnach, Director Member Care North Africa 13 Yaroslavskaya Street Anke Tissingh, Chairperson 129366 Moscow Apdo. 109, 29620 Torremolinos Tel/Fax: +7-95-283 5150 Tel/Fax: +34-952-3822 33 Email: [email protected] Email: [email protected] Email: [email protected] Develops and provides member care resources Psychological support for couples, families, and networking for North Africa. Languages: and children in Russia. Languages: Russian, English, French, German, Spanish, Dutch. English. 540 doing member care well

Switzerland Hands to Serve Steve Simmons, Director Centre Chretien de Psychologie Postbus 5740, 3290 AA, Strijen Daniel and Denise Bouvier, Directors Tel: +31-78-6571509 31 rue de la Colmbiere Fax: +31-78-6742293 1260 Nyon Email: [email protected] Tel: +41-22-361 6505 Fax: +41-22-361 6507 Serves missionaries while they are in Holland Email: [email protected] with loan cars, computer repairs, etc.

Offers counseling in French and English; re- Ins. for Transcultural Mis. ferrals. and Psychology Margrete Bac-Fahner, Psychologist Fed. de Missiones Evangel. Francophones Royaars van den Hamkade 44a Stefan Schmid, M.Th. 3552 CN, Utrecht Case Postale 68 Tel: +31-30-2437673 / 30-2542208 1806 Saint-Legier Email: [email protected] Tel: +41-21-943 18 91 Fax: +41-21-943 43 65 Offers psychological help to missionaries and Email: [email protected] other expatriates, providing preventative and Web site: www.temanet.org/iem curative care, by means of testing, assessment, training courses, lectures, publications, coun- Offers annual conferences on member care seling, therapy, and debriefing. Languages: and referrals to French-speaking counselors. Dutch, English. Psychiatric Clinic Sonnenhalde Member Care Nederland Samuel Pfeifer, M.D. Rita van Netten Ganshaldenweg 22-32 Egelantierstraat 88 4125 Riehen 1171 JR, Badhoevedorp Tel: +41-61-645 46 46 Tel/Fax: +31-20-6599833 Fax: +41-61-645 46 00 Email: [email protected] Email: [email protected] Web site: www.sonnenhalde.ch Member care network for Dutch missionaries, providing a network and referrals for medical Christian psychiatric clinic with 59 inpatient care, counseling, practical resources, etc. beds and three doctors working in the outpa- tient department. Offers psychotherapeutic Tabitha counseling and treatment of organic aspects Dr. Jurg of depression, anxiety, and psychosis as well Anerweg Noord 86, 7775 AV, Lutten as the common mental problems. Tel: +31-523-683275 The Netherlands Fax: +31-523-683475 Email: [email protected] Foundation ZON Offers pastoral counseling, individual consul- Teo van der Weele, M.A. tation, group therapy, art therapy, recreation. Korhoelaan 1/19 3847LL, Harderwijk United Kingdom Tel: +31-341-410341 Fax: +31-341-410007 Campus Crusade for Christ International Email: [email protected] Don R. Myers, Director 24 Birchwood Grove Offers counseling/therapy and a 10-day sum- TW123DU, Hampton mer program in Denmark. Languages: Dutch, Tel: +44-208-941 7463 German, English, Thai. Fax: +44-208-979 7842 Email: [email protected] Conducts family life, marriage, and parenting conferences in Europe, Africa, Asia, and the Middle East. global member care resource list 541

Care for Mission Hiding Place Dr. Michael Jones David and Joyce Huggett, Directors Elphinstone Wing, Carberry Email: [email protected] EH21 9DR, Musselburgh Provides brief retreats and spiritual direction Tel: +44-131-653 6767 to mission partners in a restful setting. Fax: +44-131-653 3646 Email: [email protected] InterHealth Provides health care services including full Dr. Ted Lankester medical assessment, personal review assess- 157 Waterloo Road ment of candidates, counseling, and supervi- SE1 8US, London sion. Tel: +44-207-902 9000 Fax: +44-207-928 0927 COMET – Families on the Move Email: [email protected] Marion Knell, Chairperson Provides a full range of medical and psycho- 11 Victoria Road logical care for missionaries, aid workers, vol- LE12 8RF, Woodhouse Eaves unteers, and their sending agencies, including Tel: +44-1509-890268 counseling, debriefing, medical screening, Email: [email protected] travel clinic, travel health shop, tropical and Provides resources and networking for MK care occupational medicine, research, and publica- and training. Conducts day conferences and tions. Languages: English, Portuguese, Span- MK holidays. ish, German.

Conway House Training Centre – OM King’s Centre 115 Russell Road High Street, Aldershot LL18 3NR, Rhyl GU11 1DJ, Hampshire Tel: +44-1745-343085 Tel: +44-1252-333233 Fax: +44-1745-330790 Fax: +44-1252-310814 Email: [email protected] Email: [email protected] www.kingscare.org/Caucasus/trauma.htm Offers training and pastoral care courses to equip leaders and missionaries. Trauma counseling center in Chechnya. “Zhi- vaya Voda” (Living Waters) provides a safe place Equip for traumatized refugees from Chechnya to Tony Horsfall, Manager receive healing in body, soul, and spirit. Bawtry Hall, Bawtry DN10 6JH, Doncaster Member Care Associates – UK Tel: +44-1302-710020 Marion Knell, Coordinator Fax: +44-1302-710027 Email: [email protected] Email: [email protected] Support group based in the UK, meets four Prepares and equips Christians for service both times a year to provide personal and profes- at home and abroad. Courses include prepar- sional support, discuss issues, and exchange ing for change, handling missionary stress, updates. serving as senders, etc. Mission Encouragement Trust Healing for the Nations Janice Rowland, Director 24 Scotforth Road P.O. Box 3016, BN12 6RL, Worthing LA1 4ST, Lancaster Tel/Fax: +44-1903-603405 Tel/Fax: +44-1524-843977 Email: [email protected] Offers retreats and spiritual formation. Provides encouragement and support for long- term missionaries via visits primarily in West- ern Europe, Poland, Hungary, and Romania. Languages: English, French, Afrikaans, Hebrew. 542 doing member care well

Missionary Training Service Wellsprings Ian Benson, Coordinator Marjorie Salmon, Coordinator 18 Aston Way Bawtry Hall, Bawtry SY11 2XY, Oswestry, Shropshire DN10 6JH, Doncater Tel: +44-1691-653 619 Tel: +44-1302-710020 Email: [email protected] Fax: +44-1302-710027 Email: [email protected] Provides training for missionaries, develops missionary training materials, and facilitates a Residential service for missionary personnel network of missionary trainers. needing time to recover, relax, and be re- newed. Network of Christians in Psychology Email: [email protected] MIDDLE EAST Web site: www.necip.org.uk A network of over 200 members representing Cyprus professional clinical, occupational, educa- Middle East Member Care Group tional, counseling, and academic psychologists Tim Rigdon, Coordinator in the UK. Aim is to support psychologists and 7 Evagoras Palikarides students studying psychology as Christians. 4712 Alassa Tel: +357-5-434 115 Palmer Fry Counselling Services Email: [email protected] Michael and Dot Palmer Fry Web site: www.memct.org 58 Hanover Gardens SE11 5TN, London An interagency group that helps coordinate Tel/Fax: +44-207-582 4130 member care and referrals for the Middle East Email: [email protected] region. Has an extensive compilation of writ- ten resources related to cross-cultural life and Offers professional Christian counseling to work in the Middle East. those who are struggling emotionally, are in crisis, or are in habitual sin. Languages: En- NORTH AMERICA glish, Spanish.

Penhurst Retreat Centre Canada Penhurst Charitable Trust International Medical Services 44 St. Mary’s Road Dr. Duncan Westwood, Ph.D. CV31 1JP, Leamington Spa 4000 Leslie Street Tel: +44-1926-425403 North York, Ontario M2K 2R9 Fax: +44-870-734 5436 Tel: +1-416-494 7512 Email: [email protected] Fax: +1-416-492 3740 Email: [email protected] A place of physical, mental, and spiritual re- newal for individuals or small groups pre- Provides medical and mental health assess- paring to work overseas or returning from ment, screening, and interventions. Lan- working in stressful environments abroad or guages: English, Mandarin Chinese. at home. Also offers guided/unguided retreats. Missionary Health Institute Waverley Christian Training Dr. Kenneth Gamble, Executive Director Waverley Abbey House, Waverley Lane 4000 Leslie Street GU9 8EP, Farnham North York, Ontario M2K 2R9 Tel: +44-1252-784731 Tel: +1-416-494 7512 Fax: +44-1252-784734 Fax: +1-416-492 3740 Web site: www.christiancounselling.com Email: [email protected] Provides training in Christian counseling. Specializes in expatriate care and tropical medicine, medical assessment, and screening. global member care resource list 543

MissionPrep Bethesda Foundation Robert Cousins, Director James Schlottman, Director 36 Goldberry Square 4596 East Cliff Avenue Scarborough, Ontario MIC 3H5 Denver, CO 80222 Tel/Fax: +1-416-284 5645 Tel: +1-303-639 9066 Email: [email protected] Email: [email protected] www.tyndale-canada.edu/tim/missionprep Web site: www.BethesdaCares.org Specializes in personal assessment, inter- Offers educational retreats for missionaries, personal skills, health matters, cross-cultural pastors, and their families. training, and language counseling. Cedar Ridge Ministries USA David and Susan Black, Directors R.R.3, P.O. Box 340 Alongside, Inc. Gosport, IN 47433 Steve Maybee, M.A., Coordinator Tel: +1-812-879 4361 870 Sunrise Boulevard Email: [email protected] Mount Bethel, PA 18343 www.home.bluemarble.net/~cedridgmin Tel: +1-570-897 5115 Fax: +1-570-897 0144 Provides professional care for missionaries for Email: [email protected] personal growth, relational healing, and re- Web site: www.alongsidecares.org newal of one’s vision of God.

Formerly Tuscarora Resource Center. Provides Christian Counseling Center professional spiritual, mental, and emotional 3355 Eagle Park Drive NE, Suite 106 caregiving services to people in vocational Grand Rapids, MI 49525 Christian ministry by offering three-week in- Tel: +1-616-956 1122 tense outpatient counseling programs. Fax: +1-616-956 8033 Email: [email protected] Assoc. of Christian Schools International Web site: www.gospelcom.net/counsel David K. Wilcox, Assistant Vice President P.O. Box 35097 Offers pre-field screening, counseling, and cri- Colorado Springs, CO 80935 sis intervention. Project Stephanas provides Tel: +1-719-594 4612 on-field educational, consultation/counseling Email: [email protected] services to missionaries. Michigan Member Care Network is for mental health profession- Serves as a resource for MK boarding schools als interested in offering field services for mis- worldwide, MK educators, and boarding home sionaries. parents. Christian Training Center International Barnabas International Larry Pons, Director Dr. Lareau Lindquist, President 234 Watchman Lane P.O. Box 11211 Franklin, NC 28734 Rockford, IL 61126 Tel: +1-828-524 5741 Tel: +1-815-395 1335 Fax: +1-828-369 2019 Fax: +1-815-395 1385 Email: [email protected] Email: [email protected] Web site: www.barnabas.org Provides retreats, seminars, and training for Christian families. Offers a worldwide ministry of encouragement to strengthen Christian workers through per- sonal, small group, and conference ministries. Targets missionaries, pastors, and national church leaders overseas, together with their families. Maintains a list of retreat centers for Christian workers. Sponsors an annual con- ference, “Pastors to Missionaries.” 544 doing member care well

Crisis Consulting International Godspeed Missionary Care Robert Klamser, Director Barney M. Davis, Jr., Executive Director 9452 Telephone Road, #223 19 Federal Street, Suite 2a Ventura, CA 93004 Easton, MD 21601 Tel: +1-805-642 2549 Tel: +1-410-819 0497 Fax: +1-805-642 1748 Fax: +1-410-819 0498 Email: [email protected] Email: [email protected] Web site: www.hostagerescue.org Web site: www.missionarycare.org Serves the Christian missionary and NGO com- Assists missionaries struggling with emotional munities with security/crisis management stress, conflict situations, or physical illness. training, risk assessment and contingency plan- ning, emergency assistance, and hostage ne- Grace Ministries International gotiation. Derryck McLuhan, Executive Director 131 Village Parkway NE, Bldg. 4 Elijah Company, Inc. Marietta, GA 30067 Norman Przybylski, Executive Director Tel: +1-770-690 0433 P.O. Box 64016 Fax: +1-770-850 9304 Virginia Beach, VA 23467 Email: [email protected] Tel: +1-757-474 2054 Web site: www.gmint.org Email: [email protected] Provides leadership development, restoration, Web site: www.elijahcompany.org counseling, discipleship, and training. Offers training camps, overseas trips, and semi- nars with a special emphasis on personality Greenwood Counseling Associates profiles and development, team building, rec- Richard Ruegg, Psychologist onciliation, and mentoring. Languages: En- 948 Fry Road glish, Spanish. Greenwood, IN 46254 Tel: +1-317-885 1150 Elim Retreat Ministries Fax: +1-317-885 1070 Henry and Diane Stewart Email: [email protected] 2803 Apple Tree Court Assists individuals and families of international Waukesha, WI 53188 organizations via counseling, reentry pro- Tel: +1-262-524 0167 grams, and critical incident management. Email: [email protected] Web site: www.barnabas.org Heartstream Resources Provides retreats for missionaries free of Dr. Larry and Dr. Lois Dodds charge. 101 Herman Lee Circle Liverpool, PA 17045 Emerge Ministries, Inc. Tel: +1-717-444 2374 Richard Dobbins, Ph.D., President Fax: +1-717-444 2474 900 Mull Avenue Email: [email protected] Akron, OH 44313 Web site: www.membercare.org Tel: +1-303-867 5603 Offers restoration of cross-cultural workers, Fax: +1-330-873 3439 prevention programs, consultation with mis- Email: [email protected] sion agencies/church mission committees, and Web site: www.emerge.org research. Christian mental health center providing bib- lically based counseling and missionary screen- Hope International, Inc. ing. 1605 Elizabeth Street Pasadena, CA 91104 Tel/Fax: +1-323-753 5741 Provides training, research, assistance, and networking for traumatized people. global member care resource list 545

Interaction, Inc. Marble Retreat David C. Pollock, Executive Director Dr. Louis and Melissa McBurney P.O. Box 158 139 Bannockburn Houghton, NY 14744 Marble, CO 81623 Tel: +1-716-567 8774 Tel: +1-970-963 2499 Fax: +1-716-567 4598 Fax: +1-970-963 0217 Email: [email protected] Email: [email protected] Web site: www.tckinteract.net Web site: www.marbleretreat.org Serves as a catalyst and resource for third cul- A Christian psychotherapy center for mission- ture kids and families through seminars, con- aries and Christian ministers. Offers retreat ferences, and resources. program with group and intensive counseling.

Letters Ministry Essentials Ruth E. van Reken, Author/Publisher P.O. Box 822224 8124 N. Lincoln Blvd., P.O. Box 90084 Dallas, TX 75382 Indianapolis, IN 49240 Tel/Fax: +1-214-341 3749 Tel/Fax: +1-317-251 4933 Email: [email protected] Email: [email protected] Offers spiritual formation groups, personal Web site: http://members.aol.com/ spiritual retreats, team building, and training. Rdvanreken/ See also Europe/Hungary. Offers annual “Families in Global Transition” conference. Focus is on adult MKs/TCKs. Minnesota Renewal Center Patrick Repp, Executive Director Link Care Center 1075 West County Road E, Suite 209 Brent Lindquist, Ph.D., President Shoreview, MN 55126 1734 West Shaw Avenue Tel: +1-651-486 4828 Fresno, CA 93711 Fax: +1-651-482 9119 Tel: +1-559-439 5920 Email: [email protected] Fax: +1-559-439 2214 Web site: www.minnesotarenewal.com Email: [email protected] Offers assessment, counseling, leadership train- Web site: www.LinkCare.org ing, consultation, mediation, reconciliation. Counseling and pastoral care center for mis- sionaries. Offers seminars on candidate assess- Mission Nannys ment, restoration, personal growth, and Betty Sullins, Director reentry. P.O. Box 609 Edgewater, MD 21037 Makahiki Ministries Tel: +1-410-956 3142 Billie Hair, Director Fax: +1-410-956 2807 P.O. Box 415 Email: [email protected] Mariposa, CA 95338 Helps missionary families in unusual situations Tel/Fax: +1-209-966 2988 by sending women over 50 years old to serve Email: [email protected] younger families. Web site: www.pastorsnet.org/ caregiver_ministries/members/ Missionary Care Services makahiki_ministries.html Doug Feil, MA LPC, Director A network of over 100 homes around the 141 West Davies Avenue world, offering Christian workers a place to Littleton, CO 80120 rest and be refreshed. Tel: +1-303-730 1717 Fax: +1-303-730 1531 Email: [email protected] Web site: www.SCA-solutions.org Offers missionary assessment, wellness check- ups, crisis intervention, intensive counseling, prevention, training, and field visits. 546 doing member care well

Missionary Training International Offers rest and renewal through quiet sur- Paul Nelson, President roundings. Counseling is available on request. 5245 Centennial Blvd., Suite 202 Colorado Springs, CO 80919 Narramore Christian Foundation Tel: +1-719-262 0329 Dr. Bruce Narramore, President Fax: +1-719-594 4682 250 West Colorado Blvd., Suite 200 Email: [email protected] Arcadia, CA 91007 Email: [email protected] Tel: +1-626-821 8400 Web site: www.mti.org Fax: +1-626-821 8409 Email: [email protected] Works with churches and mission agencies to Web site: www.ncfliving.org prepare and nurture Christians for effective intercultural life and ministry. Facilitates de- A Christian mental health organization serving briefing and renewal programs and runs an missionaries via two annual reentry programs, annual conference, “Mental Health and Mis- online services, radio, literature, training, con- sions” (www.mti.org/mhm.htm). sulting, on-field counseling, and correspon- dence. Free magazine, Psychology for Living. Missionary Kids Ministry Rick and Margaret Rineer, Coordinators New Hope International Ministries 2801 Cowpath Road Ronald Koteskey, Professor of Psychology Hatfield, PA 19440 1 Macklem Drive Tel: +1-215-368 0485 Wilmore, CA 91390 Fax: +1-215-368 9021 Tel: +1-859-858 3436 Email: [email protected] Fax: +1-859-858 3921 Email: [email protected] A “home away from home” for older MKs and www.asbury.edu/academ/psych/mis_care college age MKs while their parents are over- seas. A ministry of Africa Inland Mission. Works with individuals, couples, or larger groups with an emphasis on prevention. Web Missionary Retreat Fellowship site offers many member care materials. R.R. 4, Box 303 Lake Ariel, PA 18436 Operation Impact Tel/Fax: +1-570-689 2984 Grace Barnes, Director Email: [email protected] Azusa University, P.O. Box 7000 Web site: www.missionary-retreat.org Azusa, CA 91702 Tel: +1-818-815 3848 A place that missionaries can call home while Fax: +1-818-815 3868 on home assignment and where missionary Email: [email protected] appointees can stay during pre-field ministry. Offers courses and a master’s degree program Mobility International USA at different locations around the world on lead- Email: [email protected] ership training, for missionaries and others. www.miusa.org/general/miusaexchange.html Pebble Creek Counseling Secular resource: Offers leadership training Elizabeth A. Olson, Psychologist community service, cross-cultural experiential 710 North Mead Street learning, and advocacy for the rights and in- St. Johns, MI 48879 clusion of persons with disabilities. Tel: +1-517-224 6624 Fax: +1-517-224 8797 Mountain Top Retreat Email: [email protected] Rev. Charley Blom 13705 Cottonwood Canyon Drive Offers marriage and family therapy for mission- Bozeman, MT 59718 aries, their families, and adult MKs. Tel: +1-406-763 4566 Fax: +1-406-763 3034 Email: [email protected] Web site: www.mcn.net/~mountaintopmin global member care resource list 547

Pilgrims Rest Email: [email protected] 2511 Tower Drive North Web site: www.timberbay.org Brainerd, MN 56401 A “getaway” for singles, couples, and families. Tel: +1-218-764 2869 Fax: +1-218-825 9551 Transition Dynamics Email: [email protected] 2448 NW 63rd Street Web site: www.membercare.org/pilgrims.htm Seattle, WA 98107 Offers counseling and residential services for Tel: +1-206-789 3290 missionaries. Fax: +1-206-781 2439 Web site: www.transition-dynamics.com Remuda Ranch Secular resource: A consultancy group serving One East Apache the international expatriate community. Wickenburg, AZ 85390 Tel: +1-800-445 1900 Trinity Bible College (EFCM) Web site: www.remuda-ranch.com Dr. Dennis and Lydia Bowen, Teachers Offers programs for anorexia and bulimia, de- c/o IPS, Box 169 signed exclusively for women and adolescent New York, NY 10103 girls. Email: [email protected] Involved in educating students in Russia and Servant Care International other regions about the basics of Christian Rick Ryding, Executive Director counseling and family ministry. [email protected] Web site: www.servantcareinternational.org Walking in Their Shoes Provides care for missionaries. Lee and Carolyn Baas PMB 261, 101 Washington Street Sharpening Your Interpersonal Skills Grand Haven, MI 49417 Dr. Ken Williams, Wycliffe Tel: +1-616-844 3360 8805 Bloombury Court Email: [email protected] Colorado Springs, CO 80920 A volunteer service to mission organizations Tel: +1-719-532 1956 and missionaries providing pastoral care. Fax: +1-719-532 1447 Email: [email protected] Web site: www.RelationshipSkills.com SOUTH AMERICA Provides five-day workshops on interpersonal Brazil skills, focusing on missionaries. Also offers COMIBAM Pastoral Care Working Group training for workshop facilitators. Marcia Tostes, Coordinator Third Culture Family Services Email: [email protected] Elsie Purnell, Director Regional contact person for member care in 2685 Meguiar Drive Latin America. The group seeks to develop Pasadena, CA 91107 member care resources in/from Latin America. Tel: +1-626-794 9406 Email: [email protected] Pastoral Care Commission, Brazil Churches Provides MK consultation services, including Antonia van der Meer educational options, reentry, and adult MK is- Caixa Postal 53 sues/groups. 36 570 000 Vicosa Timber Bay Camp and Retreat Center Tel: +55-31-3892 7960 Mark Ritchie, Camp Director Fax: +55-31-3891 3030 18955 Woodland Road Email: [email protected] Onamia, MN 56359 Provides pre-field orientation, on-field care, Tel: +1-320-532 3200 and retreats for missionaries during furlough Fax: +1-320-532 3199 or when they return. Languages: Portuguese, Spanish. 548 doing member care well

Part 2: Other Resources Missionary Renewal Asia Pacific Email: [email protected] REGIONAL MEMBER www.mrap.org CARE GROUPS Assists Asia Pacific missionaries in locating re- sources to meet personal and ministry needs. These are interagency member care affiliations which seek to further develop member care Missionary Marriages International resources within their region (see chapter 48). Email: [email protected] Each group has strong relational links with the www.missionsandmarriages.org WEA Member Care Task Force (MemCa). Offers material to strengthen marriages. Member Care Africa Naomi Famonure, Coordinator MK Convention Email: [email protected] Email: [email protected] www.mknet.org Member Care Asia Polly Chan, Coordinator Provides links and resources for MKs and TCKs. Email: [email protected] MK Ministries Member Care Central Asia www.mkministries.com Annemie Grosshauser, Coordinator A place for MKs to be encouraged, write and Email: [email protected] receive letters, and learn about other MKs.

Member Care Europe New Hope International Ministries Marion Knell, Coordinator Email: [email protected] Email: [email protected] www.asbury.edu/academ/psych/mis_care Member Care South America Provides resources on different topics related Marcia Tostes, Coordinator to member care. Brochures downloaded for Email: [email protected] free.

INTERNET RESOURCES OSCAR UK Missions Information Services www.oscar.org.uk Focus on the Family Provides UK-related information, advice, and Email: www.parsonage.org resources on missionary/Christian work over- www.family.org/postoffice/info/ seas. a0000120.html Provides resources for family life, pastors, chil- WEA Member Care Web site dren, etc. Email: [email protected] www.membercare.org Interaction, Inc. Maintains a comprehensive member care Web Email: [email protected] site. Provides updated information/events, www.tckinteract.net articles, book reviews, and many links. Provides resources for TCKs and internation- ally mobile families. PUBLICATIONS

Intercultural Press AND EMAIL FORUMS Email: [email protected] Asian MK Care Link – Newsletter www.interculturalpress.com Email: [email protected] Provides books on many intercultural topics Bimonthly newsletter sponsored by OMF with and regions. information and resources for people work- ing with Asian MKs. International Teams www.iteams.org/ITeams/resource/crdb Maintains a resource database on missionary care, MKs, and other ministry related topics. global member care resource list 549

BR Anchor Publishing Member Care Asia Beverly D. Roman, Publisher member-care-asia-subscribe@ 2044 Montrose Lane yahoogroups.com Wilmington, NC 28405 A biweekly e-info service dedicated to provid- Tel: +1-910-256 9598 ing information, networking, and discussion Fax: +1-910-256 9579 on issues related to member care within and Email: [email protected] from Asia. Sponsored by the Member Care Asia Web site: www.branchor.com Task Force. A relocation information publishing house. Publishes a free monthly email newsletter on Member Care Europe relocation. member-care-europe-subscribe@ yahoogroups.com Brazil – Pastoral Care Email Forum A biweekly e-info service dedicated to provid- Email: [email protected] ing information, networking, and discussion Portuguese email forum for member care in on issues related to member care within and Brazil. from Europe. Sponsored by Member Care Europe. Brigada www.brigada.org/others.html MemCa Member Care Briefing Email: [email protected] A system of conferences/forums to network with others who share common interests for An email newsletter sent three times a year; missions work and training. provides analysis and discussion of current issues/trends in global member care. Coordi- COMIBAM Email Forum nated by the WEA Member Care Task Force. Email: [email protected] Narramore Christian Foundation News and discussion email for Latin American Email: [email protected] member care. Coordinated by the COMIBAM Pastoral Care Working Group. Publishes a free monthly hardcopy magazine, Psychology for Living. Dads at a Distance www.dads.com NOAHE Email: [email protected] Helps fathers who are traveling to maintain and strengthen family relationships. Network of Associates for the Health of Expa- triates email forum for medical professionals. Encouragement – Barnabas International Email: [email protected] Perspektiven Web site: www.barnabas.org Email: [email protected] Produces monthly “Encouragement” hardcopy German member care email forum, in German letters for missionaries. and English.

Link Care Pastoral Care Email Forum – Brazil Email: [email protected] Email: [email protected] Publishes a monthly email newsletter on pas- Portuguese email forum for all those involved toral care. in the care and development of missionaries in/from Brazil. Member Care Africa member-care-europe-subscribe@ PTM Care yahoogroups.com Email: [email protected] Provides monthly updates about member care A periodic encouraging note to those minis- in Africa, attached to the Member Care Europe tering to men and women in missions, coor- Email Forum. dinated by Barnabas International. 550 doing member care well

Toolbox-International Teams Email: [email protected] Web site: www.iteamspd.org A collection of resources for personal growth and ministry development, produced every two months in email format.

Women of the Harvest Email: [email protected] Web site: www.womenoftheharvest.com A magazine of support and encouragement to women in cross-cultural ministry.

WEF Religious Liberty Commission Email: [email protected] Web site: www.worldevangelical.org Kelly O’Donnell is a psychologist working An electronic news service that covers perse- with Youth With A Mission and Mercy Minis- cution of Christians worldwide, with empha- tries International, based in Europe. He co- sis on religious liberty questions. chairs with Dave Pollock the Member Care Task Force (MemCa), part of the World Evan- gelical Alliance’s Missions Commission. Kelly studied clinical psychology and theology at Rosemead School of Psychology, Biola Univer- sity, in the United States. Specialties include personnel development, setting up member care affiliations, team building, and crisis care. Together with his wife, Michèle, he has published several articles in the member care field, along with editing Helping Missionar- ies Grow (1988) and Missionary Care (1992). They have two daughters: Erin, aged 12, and Ashling, aged 8. Correspondence: Le Rucher, 2067 Route de Tutegny, 01170 Cessy, France. Email: [email protected]. Many thanks to Phil Walters for his help with typing and proofreading this listing.

Harry Hoffmann is a member care facilita- tor and coach with Youth With A Mission and a member of the WEA Member Care Task Force. He provides member care for workers in re- stricted access nations, publishes three bi- monthly member care email newsletters, and coordinates the ministry of the Member Care Network Chiang Mai. Harry is German and has a master’s degree in Chinese studies and cultural anthropology from the Freie Universitaet Berlin. Married to his Austrian wife Tina, they have three daughters and live in Thailand. Correspondence: P.O. Box 290, CMU, 50202 Chiang Mai, Thailand. Email: [email protected]. 50

R W O K C A E T R N LIS E C I A T CA PE R S E DE R C N A R E E S C LF AR E E S MASTER -----M -----

E U CARE R T U A A L C Touring the Terrain: An International Sampler Kelly Of Member Care Books O’Donnell

My wife and I work out of an interagency mission The member care center called Le Rucher. The center is nestled at the base literature continues to of the Jura mountains, not too far from Geneva. Lining the walls of our office are books, articles, journals, and disser- expand, informing tations dealing with missionary care. In this article, I would member care programs, like to take you on a short tour of the office. Specifically, I want to share a sampling of member care materials that we policies, and practice. have found during the course of our geographic and Inter- Here is a compilation net travels. These materials are comprised mostly of books published in English during the last 15 years. Collectively of many of the key they represent much of the growing international “paper published materials trail” for the field of member care. They are tools to facili- tate the life-long learning which can really help missionary that have been longevity (Brewer, 1991). developed so far. International Member Care The presence of It is encouraging to see the rising interest in member good literature care within the Newer Sending Countries (NSCs). We can often reflects see this in the slow but steady stream of written materials which are being authored by mission leaders and member the degree to which care workers from these countries, mostly from Asia and member care has Latin America. In many cases, and not surprisingly, their writings are also quite relevant for the global mission com- been developed munity (e.g., Too Valuable to Lose, Taylor, 1997). within a specific region Member care, like missions, is becoming a two-way street: going from North to South, from East to West, and and within a specific vice versa. Nonetheless, there is a tremendous need to hear type of ministry. more from NSC colleagues, as they build upon the previ- ous, predominantly Western materials and address many of the issues of particular interest to their own nation and region (O’Donnell, 1997). Older Sending Countries (OSCs) have had quite a head start with regards to publishing

551 552 doing member care well member care materials, and this fact is notes at the end of each of the eight cat- reflected in the quantity of OSC materials egories (including websites). A few items (many from American and European au- are included which are not explicitly writ- thors) which are listed in this article. Over ten for mission contexts yet are still very the next few years, we hope to see many relevant. At the end of the article, I include more NSC materials (in addition to the additional sources and listings for written ones contained in this book, for example), member care materials (see Table 2). including compendiums of articles focus- ing on regional member care issues. Pastoral/Spiritual Care Touring the Huggett, J. (1996). Embracing God’s world. London, UK: Hodder & Stoughton. (A col- Literature Terrain lection of prayers, many by missionaries.) Just as every office needs a good sys- Lindquist, L. (1994). Too soon to quit: Reflec- tem for organizing its books, so also does tions on encouragement. Rockford, IL, a bibliography. I have thus chosen to cat- USA: Quadrus Media. (Short, personal egorize the materials according to the chapters on Christian life, filled with Scrip- ture and compassionate insights to encour- member care model which has been used age Christian workers.) to organize this book. The categories are Rupp, J. (1988). Praying our good byes: The relevant across many organizational and spirituality of change. Guildford, Surrey, national cultures. As explained in chapter UK: Eagle. (Explores our relationship to 1, this model consists of five parts, or God and others, along with ways to pray spheres (see Table 1 below and the dia- in the midst of various types of transitions.) gram in chapter 1). The eight categories (specialist domains) of Sphere 4 provide Note: There are thousands of other devotional books relevant for missionaries, Christian the main framework to organize the bibli- workers, and Christians in general. The Focus ography. Following these categories are on the Family website has a special center for some general member care references pastors which is also relevant for many mis- from NSCs, mostly from periodicals. sion personnel (www.family.org/pastor). Most of the books are still in print, al- though some may only be available Physical/Medical Care through the authors rather than through a book distributor. I have added some Jones, M. (Ed.). Voluntary Agency Medical clarifying notes in parentheses after many Advisors Newsletter. Published by Care for of the references. I have also added some Mission, Scotland. (A newsletter/journal

Table 1. A member care model. Sphere 4 is used to categorize the literature.

Sphere 1 – Master Care: Care from and for the Master—the heart of member care. Sphere 2 – Self and Mutual Care: Care from oneself and from relationships within the expatriate, home, and national communities—the backbone of member care. Sphere 3 – Sender Care: Care from sending groups (churches and agencies) for all mission person- nel, from recruitment through retirement—the sustainer of member care. Sphere 4 – Specialist Care: Care from specialists which is professional, personal, and practical—the equipper of member care. There are eight specialist domains of care: Pastoral/Spiritual, Physical/ Medical; Training/Career, Team Building/Interpersonal, Family/MK, Financial/Logistical, Crisis/Con- tingency, and Counseling/Psychological. Sphere 5 – Network Care: Care from international member care networks to help provide and develop strategic, supportive resources—the facilitator of member care. international member care books 553

with articles on different aspects of expa- Jones, G., & Jones, R. (1991). Naturally gifted: triate adjustment, including mental health A self-discovery workbook. Downers and tropical medicine updates. Available Grove, IL, USA: InterVarsity Press. (Provides from: [email protected].) tools to explore one’s gifts, abilities, tem- Lankester, T. (1999). The traveller’s good perament, values, and interests, relating health guide: A guide for backpackers, these to career choices and job satisfaction; travellers, volunteers, and overseas work- Available from the authors: G.R.Jones@ ers. London, UK: Hodder & Stoughton. Libertysurf.co.uk.) Lockie, C., Calvert, L., Cossar, J., Knill Jones, Jordan, P. (1992). Reentry: Making the transi- R., Raeside, F., & Walker, E. (Eds.). (2001). tion from missions to life at home. Seattle, Textbook of travel medicine and migrant WA, USA: YWAM Publishing. (A practical health. London, UK: Churchill Livingstone. overview of the process of reentry and ad- Werner, T. (1992). Where there is no doctor: A vice for successful reentry.) village health care handbook (Rev. ed.). Lewis, J. (Ed.). (1996). Working your way to Palo Alto, CA, USA: Hesperian Foundation. the nations: A guide to effective tent- (Practical advice on health care and medi- making (2nd ed.). Downers Grove, IL, USA: cal problems, written with simple terms InterVarsity Press. (Helpful articles, ques- and available in over 50 languages.) tions, and checklists to help tentmakers Wilson-Howarth, J., & Ellis, M. (1998). Your prepare for cross-cultural work and living. child’s health abroad: A manual for trav- Also available in Chinese, Spanish, Portu- elling parents. Bradt Publications, UK, and guese, Korean, and Arabic.) Globe Pequeot Press, USA. Vella, J., Berardinelli, P., & Burrow, J. (1998). Zuckerman, J., & Zuckerman, A. (Eds.). (2001). How do they know? Evaluating adult learn- Principles and practices of travel medi- ing. San Francisco, CA, USA: Josey-Bass. cine. Chichester, UK: John Wiley. Note: The emphasis in this domain is on con- Note: Many national health services and in- tinuing education, career development, and ternational health organizations provide help- end-of-service reentry, rather than on pre-field ful updates, travel advice/warnings, and health training, cross-cultural preparation, or leader- care materials for overseas travel/work. TIE is ship development. See also the Manual for a comprehensive online information exchange Team Recruits from Team Expansion: www. for health and medicine, with over 6,500 article teamexpansion.org/resources/recruitguide. citations (www.tie.telemed.org). Team Building/ Training/Career Care Interpersonal Care

Austin, C. (1986). Cross-cultural reentry: A Augsburger, D. (1992). Conflict mediation across book of readings. Abilene, TX, USA: Abilene cultures: Pathways and patterns . Louisville, Christian University Press. (A classic collec- KY, USA: Westminster/John Knox Press. tion of articles on reentry for various types Benson, I. (1997). The missionary team: Ex- of expatriates—military, business, diplo- tending God’s kingdom together. Oswestry, mats, missionaries, etc.) SY, UK: The Missionary Training Service. Bacon, D. (1992). Equipping for missions: A (Summarizes helpful concepts of team life guide to career decisions. Abilene, TX, from several sources. Available from: USA: Abilene Christian University Press. [email protected].) Burt, M., & Farthing, P. (Eds.). (1996). Cross- Chalk, S., & Relph, P. (1998). Im Team geht alles ing cultures: How to manage the stress of besser. Basel, Switzerland: Brunnen Verlag. reentry. Sydney, Australia: Salvation Army. (Translated from the English version, Mak- (A helpful and readable collection of chap- ing a team work. Eastbourne, East Sussex, ters on transitioning back to one’s home UK: Kingsway Publications.) country.) Collier, P., & Lindquist, B. (1999). Managing conflict on the field: Interpersonal rela- tionships and communication. Richmond, VA, USA: International Mission Board. 554 doing member care well

Elmer, D. (1993). Cross-cultural conflict: Baek, R. (Ed.). MK Journal. (Published in Ko- Building relationships for effective minis- rean four times a year by MK Nest, PO Box try. Downers Grove, IL, USA: InterVarsity 144, Yangchun-ku, Seoul, Korea 158-600. Press. (Easy to read and practical with sug- Email: [email protected].) gestions for using indirect methods of con- Borden, J. (2000). Confucius meets Piaget: An flict resolution.) educational perspective on ethnic Korean Jones, G., & Jones, R. (1995). Teamwork. Lon- children and their parents. Seoul, Korea: don, UK: Scripture Union. (Practical and Author. (Available from: jborden@sfs. filled with team building exercises. Avail- or.kr.) able in English and French from the au- Bowers, J. (Ed.). (1998). Raising resilient MKs: thors: [email protected].) Resources for caregivers, parents, and Liverman, C. (1999). Building teams: Moving teachers. Colorado Springs, CO, USA: from conflict to community in cross- Association of Christian Schools Inter- cultural ministry. Mesa, AZ, USA: Frontiers. national. (An extensive, current compila- (Practical suggestions for cross-cultural tion of some of the best articles on MK care/ adjustment within a team context, espe- education, primarily focusing on Western/ cially relevant for church planting teams.) American MKs but foundational and rel- Roembke, L. (2000). Building credible multi- evant for others.) cultural teams. Pasadena, CA, USA: Will- Brooks, D. (Ed.). (1996). Budapest, Hungary: iam Carey Library. (Explores team dynamics SHARE. (Practical advice about Educa- in a variety of multicultural situations.) tional Options: Europe and CIS (2nd ed.) Woodford, B., & Dinnen, S. (Eds.). (n.d.). Serv- educational issues/choices and a descrip- ing together: A manual of intercultural tion of schools for MKs and other TCKs.) relationships within WEC International. Brooks, D., & Blomberg, J. (Eds.). (2001). Gerrards Cross, UK: WEC. (Includes short Fitted pieces: A guide to parents educat- contributions by missionaries around the ing children overseas. Diósd, Hungary: world.) SHARE. (An outstanding collection of ar- ticles on educating children in cross- Note: This domain primarily involves team cultural settings. Available from: sharenet@ development topics, along with cross-cultural share-ed-services.org.) relationships and conflict management. For a bibliography of materials on interpersonal Chan, P. (Ed.). (1997). Nurturing missionaries’ skills, visit: www.relationshipskills.com. children. Hong Kong: Hong Kong Asso- ciation of Christian Missions. (In Chinese; Family/MK Care authored by Asians and non-Asians.) ———. (1997). Nurturing missionaries’ chil- Among worlds. (A magazine for empowering dren. Hong Kong: HKACM. and encouraging adult “Third Culture ———. (2000). Kids without borders: Journals Kids.” Available from: www.tckinteract.net/ of Chinese MKs. Hong Kong: OMF and amongworlds.) HKACM. Association of Christian Schools International, CHED. Parents teaching overseas. Wycliffe Office of International Ministries. World Bible Translators. (A practical source of Report. (Quarterly magazine on MK mat- education resources and methods. Avail- ters, with recent articles on Asian MK edu- able from: [email protected].) cation and the internationalization of MK Dyer, J., & Dyer, R. (1994). And bees make schools. Edited by David Wilcox. PO Box honey: An anthology of anecdotes, reflec- 35097, Colorado Springs, CO 80935, USA. tions, and poems by third culture kids. Email: [email protected].) Torrens Park, SA, Australia: MK Merimna. Association of Christian Schools International. (The authors also have three other excel- (1999). Overseas schools profiles. (A col- lent books on Australian TCKs, along with lection of fact sheets on Christian schools a book to help children with transition into worldwide which provide schooling for missions, Harold and Stanley Say international students and MKs. Available Goodbye. PO Box 205, Mitcaham Centre, from ACSI: [email protected].) Torrens Park, SA 5062, Australia.) international member care books 555

Evangelical Missions Quarterly. (2001, Octo- Park, S. (Ed.). (1999). Korean MK handbook. ber). (Special issue on missionary families.) Seoul, Korea: GMF Press. (Resources for Fraser-Smith, J. (1993). Love across latitudes: Korean parents, caregivers, and MK teach- A workbook on cross-cultural marriage. ers; in Korean.) Worthing, West Sussex, UK: Arab World Pollock, D., & Van Reken, R. (1999). The third Ministries. culture kid experience: Growing up among Groenen, I. (1998). Vanuit de partner gezien: worlds. Yarmouth, ME, USA: Intercultural Leven en werken in de tropen. (Life and Press. (A thorough and enlightening de- work in the tropics, from the spouse’s per- scription of the challenges and benefits of spective). Amsterdam, The Netherlands: being raised in more than one culture.) Koningklijk Instituut voor de Tropen. Romero, D. (1997). Intercultural marriage: Hoekstra, E. (1998). Keeping your family close: Pitfalls and promises (2nd ed.). Yarmouth, When frequent travel pulls you apart. ME, USA: Intercultural Press. Wheaton, IL, USA: Crossway Books. Rowen, R., & Rowen, S. (1990). Sojourners: Indian Missiology Association. (1998, Octo- The family on the move. Farmington, MI, ber). Indian Journal of Missiology. (Spe- USA: Associates of Urbanus. (Out of print cial issue on care of the missionary family, in English, but a Chinese edition was pub- with Indian and non-Asian authors.) lished in 1998 by the Taiwan Chinese Chris- Interact magazine. (Published since 1993, this tian Mission.) magazine is a service of Interaction and Soon, N. (Ed.). (1999). Korean MK Handbbok. covers many current areas about the care Seoul, Korea: GMF Press. and education of MKs. 4 issues/year. PO Note: There are many other books relevant Box 158, Houghton, NY 14744, USA. See for missionary families/MKs. Refer also to also the special annotated listing of books listings of children’s books such as Books Chil- that parents/teachers can use to help chil- dren Love: A Guide to the Best Children’s Lit- dren process their TCK experiences, in the erature by Elizabeth Wilson (1987, Wheaton, October-November 2001 issue.) IL, USA: Crossway Books). For an excellent list Kaslow, F. (Ed.). (1993). The military family of readings about and resources for MKs, see in peace and war. New York, NY, USA: the appendices in Raising Resilient MKs by Springer. (Excellent book on a variety of Joyce Bowers (1998). Some helpful websites military member care topics.) are the Association of Christian Schools Inter- Loong, H. (2000). Under the mango tree. Hong national (www.acsi.org) and Interact (www. Kong: Hong Kong Association of Christian tckinteract.net). Missions. (A compilation of the author’s articles published in the HKACM Mission- Financial/Logistical Care ary Quarterly on MK care and missionary life; in Chinese. Available from: hloong@ Hawthorne, S., et al. (Eds.). (1992). Stepping hkstar.com.) out: A guide to short-term missions. Manzano, J., & Manzano, R. (1999). Filipino Seattle, WA, USA: YWAM Publishing. (Short MKs: Which schooling option? Philippine stories, advice, agency information, and Home Council of OMF Intl. (A booklet re- checklists to prepare for short-term mis- viewing issues/educational options.) sion trips; primarily for youth.) McClure, P. (Ed.). (1999). Pathways to the fu- Kohls, R. (1996). Survival kit for overseas liv- ture: A review of military family research. ing (3rd ed.). Yarmouth, ME, USA: Inter- Scranton, PA, USA: Military Family Research cultural Press. (An all-purpose guide to Institute. (Outstanding annotated bibliog- prepare for and succeed in overseas living.) raphy of several hundred studies.) Loots, D. (1996). Short-term outreach in the McCluskey, K. (Ed.). (1994). Notes from a trav- African context: A practical guide. Pre- eling childhood: Readings for internation- toria, RSA: University of Pretoria, Institute ally mobile parents and children. for Missiological and Ecumenical Research. Washington, DC, USA: Foreign Service Pirolo, N. (1991). Serving as senders: Six ways Youth Foundation. (Refreshing perspec- to care for your missionaries. San Diego, tives and anecdotes by TCKs and sojourn- CA, USA: Emmaus Road. ing families.) 556 doing member care well

———. (2000). The reentry team: Caring for Global Missionary Fellowship (1997). Crisis your returning missionaries. San Diego, management for missionaries. Seoul, CA, USA: Emmaus Road. Korea: GMF Press. Quick, J., Quick, J., Nelson, D., & Hurrell, J. Humanitarian policy group briefing. London, (1997). Preventive stress management in UK: Humanitarian Policy Group. (Part of organizations (Rev. ed.). Washington, DC, the Overseas Development Institute; this USA: American Psychological Association. regular briefing looks at the organizational (A helpful book for organizational devel- structures, management tools, and policies opment and fostering a more life/work- related to the safety and security of staff.) enhancing environment while on the job.) Kilbourn, P. (Ed.). (1995). Healing children of Pascoe, R. (2000). Homeward bound: A war: A handbook for ministry to children spouses guide to repatriation. Expatriate who have suffered deep traumas. Mon- Press (www.expatriatepress.com). rovia, CA, USA: MARC. Townsend, D. (1996). Stop check go: A short- Lloyd, R., & Bresser, K. (1998). Healing the term overseas projects checklist, and a wounds of ethnic conflict: The role of the practical guide for cross-cultural team- church in healing, forgiveness, and recon- work. Carlisle, Cumbria, UK: OM Publish- ciliation. Rhyl, Wales: Authors. (Available ing. from: [email protected].) Note: Kogan Page (120 Pentonville Road, Lon- Marsella, A., et al. (Eds.). (1998). Ethnocultural don N1 9JN, UK; tel. 44 171 837 6348) is an aspects of post-traumatic stress disorder: example of a publisher which offers short Issues, research, and clinical applications. books on a variety of subjects related to man- Washington, DC, USA: American Psycho- agement and personnel issues. One example logical Association. (Written primarily for is in their Better Management Series, How to health care professionals; an excellent ref- Write a Staff Manual. erence work to guide research and help- ing services.) Crisis/Contingency Care Piven, J., & Borgenicht, D. (1999). The worst- case scenario survival handbook. San Bracken, P., & Petty, C. (Eds.). (1998). Rethink- Francisco, CA, USA: Chronicle Books. ing the trauma of war. London, UK: Save (Brief, step-by-step instructions for surviv- the Children. (Insightful analyses of the ing high jumps, escape from animals, be- socio-cultural consequences of war and of ing lost at sea, etc. Available from: www. rehabilitation programs for war victims.) chroniclebooks.com.) Companjen, A. (2000). Hidden sorrow, last- Refugees. (A magazine published by the United ing joy: The forgotten women of the perse- Nations High Commissioner of Refugees. cuted church. London, UK: Hodder & Often has material on personnel care. See Stoughton. (Short accounts from around especially Vol. 4, No. 121, 2000, “Too High the world of Christian women and fami- a Price?” on security and crisis issues for aid lies who suffer from persecution.) personnel. Available from: www.unhcr.ch.) Cutts, M., & Dingle, A. (1998). Safety first: Pro- Robben, A., & Suarez-Orozco, M. (2000). Cul- tecting NGO employees who work in ar- tures under siege, collective violence, and eas of conflict (2nd ed.). London, UK: Save trauma. Cambridge, UK: Cambridge Uni- the Children. (Guidelines for orienting staff versity Press. to the safety practices needed for living in Roberts, D. (1999). Staying alive: Safety and dangerous places.) security guidelines for humanitarian Danieli, Y., Rodley, N., & Weisaeth, L. (Eds.). volunteers in conflict areas. Geneva, Swit- (1996). International responses to trau- zerland: ICRC. matic stress. Amityville, NY, USA: Baywood Rogers, C., & Sytsma, B. (1999). World Vision Books. security manual: Safety awareness for aid Gist, R., & Lubin, B. (1999). Response to di- workers. Geneva, Switzerland: World Vi- saster: Psychological, community, and sion. ecological approaches. Philadelphia, PA, USA: Taylor & Francis. international member care books 557

Sinclair, D. (1993). Horrific traumata: A pas- Chung, T. (Ed.). Counseling and Healing. (A toral response to PTSD. New York, NY, USA: journal published since 1997, in Korean, Haworth Pastoral Press. (Written by an Epis- by the Christian Healing Ministry Institute copal priest about the spiritual impact of in Seoul, Korea.) trauma and recovery.) Collins, G. (1992). Christian counseling (Rev. van Brabant, K. (2000). Operational security ed.). Waco, TX, USA: Word. (Translated into management in violent environments. several languages; an excellent resource for London, UK: Humanitarian Practice Net- understanding and helping a variety of work, Overseas Development Institute. (An problems.) excellent treatment of the training, precau- Currie, J. (1998). The barefoot counsellor (Rev. tions, and care needed to work in areas of ed.). Bangalore, India: Asian Trading Corp. war/danger.) (A primer in helping relationships.) World Health Organization. (1996). Mental Danieli, Y. (2001). Sharing the front line and health of refugees. Geneva, Switzerland: the back hills: International protectors Author. (Explores the mental health needs and providers, peacekeepers, humanitar- of displaced people and offers practical ian aid workers, and the media in the advice on helping them strengthen their midst. Amityville, NY, USA: Baywood Pub- capacity to adjust.) lishing Company. Note: Most books in this domain are from in- Deane, H. (1994). Staying missionary—Mis- ternational and secular sources, although there sionary attrition: Causes and remedies. are a number of excellent articles by authors Auckland, New Zealand: Impestus Commu- working with missionaries (a listing of these nications. materials is available through the Mobile Mem- Denett, J. (1990). Personal encouragement ber Care Team: [email protected]). I have and growth for every missionary: A prac- included the topics of refugee care, reconcili- tical approach to biblical caring and ation, and war trauma, as many missionaries counselling. Pymble, NSW, Australia: Gos- are involved in/affected by these areas. Trauma pel and Missionary Society. care, stress debriefing, ethnic reconciliation, ———. (1998). Thriving in another culture: and contingency planning continue to receive A handbook for cross-cultural missions. much attention in the literature. An important Brunswick East, VIC, Australia: Acorn Press. online source for trauma care/studies is the Donovan, K. (1992). The pastoral care of mis- PILOTS database: www.dartmouth.edu/dms/ sionaries: The responsibilities of church ptsd/PILOTS.html. and mission. Bible College of Victoria, Australia: Centre for World Mission. Counseling/ Fawcett, G. (1999). Ad-mission: The briefing Psychological Care and debriefing of mission and aid work- ers. (Discusses different types of debrief- Ajdukovic, D., & Ajdukovic, M. (Eds.). (2000). ing approaches, with several examples and Mental health care of helpers. Zagreb, suggestions drawn primarily from the Croatia: Society for Psychological Assis- author’s work with YWAM. Available from tance. (An overview of how to support the author: Highfield Oval, Harpenden, health care workers as they deal with oc- Herts. AL5 4BX, UK.) cupational stress.) Foster, S., Foster, J., & Nyawa-Dall, K. (1990). Austin, B. (Ed.). (1995). Personnel develop- An introduction to pastoral counseling: ment and pastoral care for Youth With A From Africa, for Africa. Tallahassee, FL, Mission staff: A resource manual (3rd ed.). USA: New Focus Publications. (A workbook UK: Author. (A collection of short check- to train counselors in the African church; lists and handouts for personnel develop- see the article in Evangelical Missions ment areas, developed for YWAM but Quarterly, July 1995.) applicable to other organizations. Available from the author: King’s Lodge, Watling St., Nuneaton CV10 0TZ, UK.) 558 doing member care well

Foyle, M. (2001). Honourably wounded: Stress O’Donnell, K., & O’Donnell, M. (Eds.). (1988). among Christian workers. Overcoming Helping missionaries grow: Readings in missionary stress (Rev. ed.). London, UK, mental health and missions. Pasadena, CA, and Grand Rapids, MI, USA: Monarch USA: William Carey Library. Books. (The first edition is available in five People In Aid Code (1997). Code of best prac- languages; easy to read and comprehen- tice for the management and support of sive, published as Overcoming Missionary aid personnel. (A helpful discussion and Stress (first edition) in the USA. A landmark application of seven principles for staff and foundational book in the field.) care, developed by UK/Irish agencies. Con- Gropper, R. (1996). Culture and the clinical tact: [email protected].) encounter: An intercultural sensitizer for Prashantham, B. (1994). Indian case studies the health professions. Yarmouth, ME, USA: in therapeutic counselling. Bangalore, Intercultural Press. (Gives short, interactive India: Asian trading Corporation. (Written scenarios involving 23 ethnic groups, to edu- by a Christian counselor.) cate health care providers about cross-cul- Steffen, P., & Pennoyer, D. (Eds.). (2001). Car- tural communication in service delivery.) ing for the harvest force in the new mil- Humanitarian Practice Network. Humanitar- lennium. Evangelical Missiological Society. ian Exchange. (A quarterly publication (Theological foundations, challenges, and from the Overseas Development Institute context of caring for Christian workers.) in the UK dealing with humanitarian aid/ Taylor, W. (Ed.). (1997). Too valuable to lose: action; usually includes articles related to Exploring the causes and cures of mission- staff care and security. Email: hpn@odi. ary attrition. Pasadena, CA, USA: William org.uk.) Carey Library. (A compilation of 27 articles International Journal of Frontier Missions. on attrition and the implications for selec- (1995, October). (Special issue on member tion, training, and pastoral care. Written by care, with articles on multinational teams, international authors and also available in crisis management, field counseling, etc.) Spanish, Portuguese, and Korean.) Jones, M. (Ed.). Caring for the missionary into Note: This domain includes materials empha- the 21st century. (Two compendiums from sizing missionary mental health/adjustment the conferences organized by Care for Mis- and general missionary care. There are numer- sion in the UK in 1993 and 1996. Available ous online sources related to mental health in from: [email protected].) general. One example is InterPsych (www. Journal of Psychology and Theology. (Pub- interpsych.org), operated by an international lished by Rosemead School of Psychology, organization that maintains numerous profes- Biola University in the USA. There have sionals forums (e.g., traumatic stress, rural been four special issues on psychology and care, etc.) with over 10,000 subscribers from missions: 1983, 1987, 1993, and 1999.) 30 countries. Other missionary care materials Manalel, G. (1999). Pastoral counselling. online are available from www.iteams.org/ Mumbai, India: Bombay St. Paul Society. Iteams/resource, www.acmc.org/care.html, and McNair, R. (1995). Room for improvement: The www.membercare.org. See also Mental Health management and support of relief and Workers Without Borders at www.mhwwb.org/ development workers. London, UK: Relief contents.htm. and Recovery Network. Meengs, D. (Ed.). The Biblical Counselor. Bib- Some General Member Care lical Counselling Trust of India. (A monthly Materials From NSC Regions periodical with information and articles on Christian counseling; Available from: 44 A, Latin America Karpagan Ave., R.A. Puram, Chennai, India.) Bertuzzi, F. (1997). La iglesia latina en misión O’Donnell, K. (Ed.). (1992). Missionary care: mundial: Una orientación practica para Counting the cost for world evangeliza- iglesias y agencias misioneras (The Latin tion. Pasadena, CA, USA: William Carey Li- church in world missions: A practical ori- brary. (Contains five sections: overview, entation for churches and mission agen- counseling/clinical care, team life, mission cies). Santa Fe, Argentina: COMIBAM agencies, and future directions.) international member care books 559

International. (Contains articles on mis- to family life and personal adjustment, in sions in general and several related to Spanish and Portuguese. Contact: Carlos member care, such as training, selection, Pinto, [email protected].) and pastoral care.) O’Donnell, K. (Ed.). (1997). En beneficio de COMIBAM (Iberoamerican Missions Coopera- la ventana 10-40 del corazón: Un com- tion). Ellos Y Nosotros magazine. (Began pendio sobre el cuidado pastoral (On be- in 1995 and usually includes a helpful half of the 10-40 window of the heart: A member care-related article in each issue. compendium on pastoral care). Author. (A Examples: MKs – No. 1, 1995; selection – collection of short articles and worksheets No. 5, 1997; team building – No. 7, 1999.) prepared for COMIBAM II participants, EIRENE International (The Latin American As- held in October 1997 in Acapulco, Mexico.) sociation for Pastoral and Family Counsel- ing; has published several articles related

Table 2 Additional Listings and Sources of Member Care Materials

Additional listings of member care-related books:
The expanded listing of international literature which I have done, available on the website of the World Evangelical Alliance (www.membercare.org).
The bibliography of 175 member care articles/dissertations from the 1960s–1987 in the book Helping Missionaries Grow (1988).
The over-500 references listed on the missionary care website for Asbury College, along with several online brochures dealing with topics such as stress, grief, and burnout (www.asbury.edu/ academ/psych/mis_care).
The review of self-help literature in books such as Authoritative Guide to Self-Help Books (1994). For evaluative criteria for Christian self-help books, see Johnson, Johnson, and Hillman (1997).

Other sources for member care-related materials:
Publishers/distributors such as Altheia (38-15 Corporal Kennedy St., Bayside, NY 11361, USA; email: [email protected]); Intercultural Press (PO Box 700, Yarmouth, ME, USA; email: [email protected]); MARC Publications (800 West Chestnut Ave., Monrovia, CA 91016, USA; email: [email protected]); World Evangelical Alliance (Box WEF, Wheaton, IL 60189, USA; email: [email protected]); and William Carey Library (PO Box 40129, Pasadena, CA 91114, USA; email: [email protected]).
Proceedings/articles from conferences such as the Mental Health and Missions Conference (organized by Missionary Training International; email: [email protected]) and the Pastor to Mis- sionaries Seminar (organized by Barnabas International; email: [email protected]) in the USA; the European Member Care Consultation (organized by Member Care Europe; email: marion@ knell.net); the three regional gatherings of the International Conference on MKs (organized by the Association of Christian Schools International; email: [email protected]); and other interna- tional conferences on travel medicine, tropical medicine, personnel development, and trauma studies.
Materials/manuals from workshops, including the Interpersonal Skills Workshop developed by Ken Williams, Crisis Response Training offered by Karen Carr and Darlene Jerome, and the Mem- ber Care Seminars provided by Richard and Laura Mae Gardner and by Larry and Lois Dodds.
Websites for various mission journals and magazines, which occasionally include member care articles (for more information, refer to Moreau and O’Rear (1999); for links to mission periodi- cals, visit www.gmi.org/mislinks/). 560 doing member care well

Asia Note: Most of the materials in this section are by expatriates living in the Arabic world. A list- Castillo, M., & Sisco, K. (Eds.). (1998). Into the ing of orientation materials to help work in st 21 century: Asian churches in mission. this region is available from: angela@ Evangelical Fellowship of Asia. (A compen- spidernet.com.cy. dium of presentations from the 1997 Asia Mission Congress II held in Thailand, with Africa some articles related to missionary care. Available from: EFA Missions Commission: Prins, M., & Willemse, B. (2001a). Member care [email protected].) for missionaries: A practical guide for senders (also in Afrikaans: Sendeling- India Missions Association. Indian Missions versorging: ’n praktiese gids vir stuurders). Journal. (Regularly publishes materials on Cape Town, RSA: Member Care Southern member care areas: attrition, July 1998; per- Africa. (A manual and workbook to help secution, April 1999; mentoring, July 1999). churches send/support missionaries. Avail- Member Care Associates Asia. Missionary ser- able from: [email protected].) vice: Starting well. (A compilation of sev- ———. (2001b). The support team (also in eral handouts from the Singapore Member Afrikaans: Die Ondersteuningspan). Cape Care Consultation 1998. Available from: Town, RSA: Member Care Southern Africa. [email protected].) Kumar, B. (Ed.). (2000). Member care hand- Note: I have been unable to find other indig- book. National Evangelical Christian enous member care books from Africa. Fellowship, Missions Commission. (Devel- oped as a result of the first Malaysian mem- References ber care consultation, October 1999. Available from: [email protected].) Brewer, M. (1991). The lifelong learning link: Twelve reasons for continuous education Note: Other listings of materials are available for missionaries. Missiology: An Interna- from the India Missions Association, the Hong tional Review, 19, 185-202. Kong Association of Christian Missions (e.g., Johnson, W., Johnson, W., & Hillman, C. (1997). Asian Mission periodical), and the Global Mis- Toward guidelines for the development, sionary Fellowship in Korea (e.g., an occasional evaluation, and utilization of Christian self- MK journal; several books have been translated help materials. Journal of Psychology and into Korean, such as Healing for Damaged Theology, 25, 341-353. Emotions by David Seamands, Hurt People Hurt People by Sandra Wilson, and Counsel- Moreau, S., & O’Rear, M. (1999). Missions on ing Cross-Culturally by David Hesselgrave; the web: Periodically speaking, missions contact: [email protected]). For materials in magazines starting to dot the web. Evan- Central Asia (mostly psychology and self-help gelical Missions Quarterly, 35, 338-341. books translated into or written in Russian), O’Donnell, K. (1997). Member care in mis- contact the Moscow School of Psychology sions: Global perspectives and future ([email protected]) and Triad Publishers directions. Journal of Psychology and The- ([email protected]). Few member care mate- ology, 25, 143-154. rials exist in Central Asian languages apart from Santrock, J., et al. (1994). Authoritative guide Scripture and discipleship helps. to self-help books. New York, NY, USA: Guilford Press. Arabic World This is a revision of an article that first Mallouhi, C. (1994). Mini-skirts, mothers, and appeared in Evangelical Missions Quar- Muslims: Modeling spiritual values in terly (2001, vol. 39, pp. 18-29); PO Box 794, Muslim cultures. Carlisle, Cumbria, UK: Wheaton, IL 60189, USA. Used by permission. Spear Publications. (STL Distributors, PO Many thanks to the colleagues from dif- Box 300, Carlisle, Cumbria, CA3 0QS, UK.) ferent regions and organizations who re- Walker, C. (Ed.). (n.d.). Strangers in a strange viewed and added to the references in this land. Interserve. (Explores issues that af- article at its various stages. fect the well-being of workers in the Islamic world. Available from: [email protected].) Index

Accountability, 199, 241-242, 246, 253, 293, natural gifts, 370-371 393, 410, 412, 447, 448, 449, 524 personality types, 371 addictions, 140, 245-247, 311, 521 caregivers, 18, 23-32, 502 administrative decisions, 290-294 changes for, 278-279 AIDS/HIV, 281, 350, 355, 356, 358, 361, 457 pastors in Middle East, 184-185 Association of Christian Schools Inter- qualities of, 150 national, 67, 556 teams, 152 adjustment/personal problems, 195-199, See also specialist care 238-239, 265, 311, 313-314 CBInternational, 439 affiliations for member care, 69-71, 113, 132, centers/hubs of member care, 8, 9, 19, 28, 134, 165, 515-527, 529 84-85, 125, 516, 520, 522 core guidelines, 524 Le Rucher, 501 “alternative settings,” 518 Tumaini, 137-146 Amnesty International, 478, 488 chaplains, 407, 408 Arabic world, 177-182 Character Development Course, 382-383, See also missionaries and member care 388-389 Asia Missions Congress, 523, 526 children Association of Evangelicals of Africa, 96 See MKs attrition, 6-8, 20, 148-149, 165, 305, 411, CHOPS Inventory, 244, 393, 414 412-413, 423, 425-426, 515 Christian Solidarity Worldwide, 478, 488 Christianity Barnabas International, 338, 559 Coptic, 179 best practice, 13-21, 269-276, 517, 518 demographics, 33-34 codes, 14-15, 269-276, 518 Eastern orthodox, 41, 179 defined, 13-14 ecumenism, 43 key indicators, 14, 273, 274-278 Middle East, 177-178 member care, 272-276 trends, 33-34 safety, 365-368 chronic fatigue, 359-360 sending churches, 269, 275-276 “citizen participation,” 520, 522 short-term missions, 269-272 clutter, 241 boundaries/margin, 196, 205, 266, 341 coaching, 489, 493-494 burnout, 137, 230-231, 411 Coliseum, 41 COMIBAM, 147, 164, 521, 523, 525, 558 CACTUS, 391-398 commitment, 295-307, 310, 393 calling, 158, 310, 424 organizational, 296-297 career development, 369-375, 410 communication, 305, 393-394, 412-413, 441, books, 553 484-485 career scenarios, 318-319

561 562 doing member care well community life, 24-25, 165-166, 228-229, critical incident, 452-453, 458, 461, 466, 231-234, 275, 342-343, 344-345, 399-400, 467 449, 502, 521, 522 defined, 458 community psychology, 516, 518, 520 emotional, 30, 171-175 Community Recovery Network, 379-381 operational, 30, 316, 458 confidants, 201, 260, 398 rationale, 458-459 confidentiality, 340, 408, 411, 443, 461, 463, research/effectiveness, 446-447 491, 492, 494, 496 special issues, 468-469 conflict, 112, 140, 149, 150, 154, 202, 401- theory, 460-461 402, 426, 497, 524 delegation, 230 consolidated learning, 2 denial/self-deception, 2, 149, 196-197, 251, consultations, ix, 13, 68, 96, 165, 517, 522, 421 525 depression/discouragement, 80, 137, 145, MBBs, 454-455 196, 226-227, 241, 245, 311, 423, 521 continuing education, 9, 82, 91-92, 282-283, “desert” experiences, 220-221 439, 551, 551-560 discipleship, 207-222, 235 See also training distractions, 240-242 coping ability/hardiness, 167-168, 391-398, “Dynamic Cycle,” 213-214 413, 428-430, 439 See also team resiliency Ecclesiasticus 6, 394, 398 counseling, 140-141, 143-144, 197, 228, 419- EMCC, 517, 523 434 employee assistance programs, 382 books, 557-558 encouragement, 201, 204, 331-338 career issues, 371-374 ethical guidelines, 489-490 cases, 144, 146, 324-326, 328, 489-499 ethne, 37, 38, 445 child abuse, 144-146, 495-496 ethnic reconciliaton, 501, 505-512 dual relationships, 491 ethos email consultation, 492-493, 498 See member care ethos minors, 494-495 evaluation problem areas, 139-140, 489 personal/program, 271-272, 285, 291- counselor training, 377-390, 521 292, 304, 388, 408, 410, 412, 414, educational models, 383-384, 386-387 443, 511 levels, 378-379, 385-386 psychological, 310-311 role play/simulations, 387 Evangelical Fellowship of Canada couples/marriage, 112, 200, 217, 255-256, Code of Best Practice, 14, 272-276 317-318, 389, 431 evil eye, 426 “priority time,” 317 Exceptional Family Member Program, 408- family scenarios, 318 410, 412, 413, 414 “covering,” 429-430 expectations, 57, 158, 171-172, 310, 419, crisis/contingency management, 18, 117-126, 429, 430 133, 138, 199-202, 276, 291-292, 320- 321, 441, 445-456, 521 Families, 47-48, 49, 64, 89-90, 99-100, 159, books, 557-558 275-276, 311, 402, 407-417, 521 case example, 448-456 books, 554-555 See also trauma “check-ups,” 415 cross of Christ, 223-224, 503, 504-505, 507 coping styles, 413 cultural adjustment, 48-49, 111, 139, 167- parents on the field, 90 168, 235, 351, 352, 389-390, 419, 428 special education, 409, 410 culture shock, 351 See also MKs Family Support Centers, 410, 414 Death/bereavement, 335-336, 352 field care, 53, 87-94, 140, 270, 291-293, 489- debriefing, 30, 113-114, 204, 260, 340, 499 457-475, 501, 502, 504-505 Asian missionaries, 87-94 biblical framework, 472 cases, 144-146, 489-499 children, 469-470 families, 58 index 563

Latin American missionaries, 166 hostages, 163-164 MK personnel, 72-73 hostels for MKs, 69, 71 pastors, 143 human rights advocacy, 454, 477-488 visits, 110, 131, 133, 204, 520 authorization, 484 finances, 31, 55-56, 79, 81, 84, 88-89, 151, case study, 486-487 158, 159, 280, 437, 443, 485, 524 contraindications, 486 books, 555-556 guidelines, 480 flow of care, ix, 16, 23-32, 515 scenarios, 480-493 Focus on the Family, 552 See also persecution/religious liberty folly/sin, 245-247 humanitarian organizations, 37, 277-278 forgiveness, 190, 313, 508 See also NGOs friendship, 394, 398 humor, 265 Frontiers, 446, 447 furlough, 171 ICMKs, 516 See also reentry identity, 419, 508-509 future directions, 6, 8-9, 20 India Missions Association, 77-79, 83, 84, 85 for Africa member care, 106-107 individualism, 150 for Latin America member care, 160 inner healing, 421-423 for MK education, 71-72 Interdev, 523 for MMCT, 125 international schools, 62-63, 75 for Tumaini, 143-144 International Union of Psychological for Reconciliation Ministries, 511-512 Science, 9, 519 Islam, 109-110, 178, 180, 182-183, 419-420, Generations, 295-307, 412 427, 430, 446 Boomers, 297-298 folk, 423, 425, 449 Boosters, 297 jihad, 184 compared, 299 MBBs, 449, 454 Generation X, 298 misrepresentations of, 179, 182 worldview, 306 Quran, 179, 181, 182, 183, 420 Global Connections tenets, 183 Code of Best Practice, 14-15, 269-272 types of societies, 181 Great Commandment/Great Commission, 9-10, 23, 25, 36, 438, 446 Jesus Christ, viii, 209, 235, 252, 334-335, 336-337, 345, 428, 438, 478, 501 Health care, 104-105, 110, 266, 280-283, Best Practitioner, 15 349-364, 408-409, 526, 529 Isa al Masih, 449 balanced lifestyle, 224 sin/pain bearer, 503-504, 506 books, 553 Job Feedback Form, 315 check-ups, 104 job fit, 304, 372-374 contraindications, 355 John 13:35, vii-viii, 4, 39 diseases, 104, 167 joy, 21, 223-236 exercise, 201, 430 Jubilee Campaign, 478, 479, 488 insurance, 82, 159, 280, 443 physical/medical, 18, 28, 81-82 “King’s table,” 510-511 psychosomatic, 424 “knit the net,” 8, 523 risks, 349-351 safety, 28, 365-368 Language learning, 48, 50, 58, 74, 110, 427 screening, 354-355 Le Rucher Center, 501, 504, 551 vaccinations, 350 leadership, 6, 149, 282, 283, 374, 411 Hiding Place, 209-210, 215 field leaders, 303 HKACM, 62 Red zones, 202-205 MK care, 69-71 stress for, 77-79 hobbies, 265 styles, 52, 401 home schooling, 71, 159 training, 112-113, 143 hospitality, 39, 91 564 doing member care well

Lebanon, 178, 180, 181 Middle East/Arabic world, 177-192, 193- loneliness/isolation, 53, 80, 245, 459 206, 525, 542, 560 North Africa, 109-115, 525 Malaria, 104, 167, 350-351 North America, 543-547 martyrdom, 3, 41-44, 190-192 South Africa, 127-135 Master care, 17, 210, 221, 552 missionary life cycle, 4, 17, 23-32, 129, masturbation, 252 309-310 MCOS, 61, 68 tools for, 309-322 member care missions administrative issues, 289-294 Africa overview, 95 at conferences, 212 Asia overview, 61-62 “check points,” 20-21 challenges/overview, 35-36, 515 coordinators, 523 Latin America overview, 147-156, 163- defined, 4 170, 175-176 departments, 435-444 Middle East, 177-192, 193-206 development, 21 North Africa overview, 109-110 domains, 3, 18, 552 South Africa overview, 127-128 email forums/newsletters/Internet, MK-CART/CORE, 517 520, 548-550, 557 MKs, 29, 31, 61-76, 112, 490 ethos, 85, 273, 435-444, 447, 490 books, 554-555 examples, 5, 18-19 crisis, 123 hindrances, 327 education, 51-52, 56-57, 59, 61-76, 90, internationalization, 13 102-104, 171, 402, 431 military, 407-417 identity, 64-65 models, 4, 5, 13-21, 127-135, 165, 280, potential, 62, 63 516, 552 separation issues, 100-101 national/local staff, 277-288, 521, 526 supporting parents, 70-71, 90 responsibility for, 4, 205, 275, 443, 491 teachers, 72-73 training, 9, 153, 327, 378-379 See also TCKs theological basis, 4, 23-25, 436 Mobile Member Care Team, 28, 117-126, 526 Member Care Associates Asia, 379, 382 moral failure, 249, 276, 293 Member Care Radio, 9 motivation, 267, 372, 433 MemCa, 525 mutual care/support, 17, 19, 28, 31-32, 49- memos of understanding, 397-398, 448, 490 50, 93, 111-112, 121, 201, 215-216, 251, Mental Health and Missions Conference, 260, 425, 427, 479, 507, 516, 520, 523, 5, 118, 559 552 Mental Health Workers Without Borders, 558 mentors/mentoring, 28, 30, 31, 66, 112-113, National church, 109-110, 114 168, 169, 303 national/local workers, 3, 114, 143, 277-288, by Jesus, 216-217 453, 477, 486-487, 521, 526 Messiah College, 99-100, 101, 102 natural gifts, 370-371 mid-life issues, 313-314 network care, 8, 18-19, 154-155, 518, 521, military and member care, 407-417 522, 525, 552 missionaries and member care New Age, 423 Africa, 95-107, 530-531, 560 Newer Sending Countries, 2, 3, 9, 20, 96-97, Asia, 47-60, 87-94, 525, 526, 531-535, 370, 437-438, 515, 551-552 536, 559-560 New Martyrs Commission, 42 Asian MKs, 61-76 NGOs, 3, 14 Australasia, 535 Brazil, 163-170 Older Sending Countries, 2, 3, 9, 148, 152, India, 77-86 160, 296, 437-438, 515, 551-552 Europe, 525-526, 536-542 Olivet Discourse, 38 Latin America, 147-156, 163-170, 171, organizational attachment/identification, 296 175-176, 525, 548, 558 orientation, 113, 143, 159, 270, 400 pre-field, 28, 129, 165-166 index 565

PACTS, 8-9, 521 Indian missions, 85-86 parable of the sheep and goats, 37-39 MKs, 75 partnerships, 8, 35, 93, 120, 123-124, 184, organizations/groups, 529-550 438, 444 publishers, 559 in MK education, 67-68 sharing, 20, 154 pastoral care, 303-304, 331-338 rest, 209-210 Pastors to Missionaries Conference, 529 Sabbath, 224, 266-267 People In Aid, 14, 517, 518, 558 See also vacation/breaks persecution/religious liberty, 3, 39, 41-44, “resting well,” 309 83-84, 178-179, 185, 454-455, 477-488 retirement, 4, 31, 60, 82-83, 84, 173, 174, See also human rights advocacy 280, 410 Personal Growth Plan, 314-315 housing, 82-83 personality disorders, 353-354 retreat centers/guest houses, 86 poor/poverty, 2, 34, 37, 427 RIMAs, 515-528, 548 powerlessness, 219-220 road traffic accidents (RTAs), 351, 366-367 “practicing the presence,” 214 romance, 403 prayer/intercession, 92-93, 169, 212-213, “running well,” 309 230, 429, 443, 449 Rwanda, 505-509, 511 preparation, 27-28, 166-169, 429 See also training Sacrifice, 10, 64, 223-236 proactive care, 121 safety guidelines, 365-368 “proveloping,” 2, 6, 8 household, 367 PTSD, 281, 460, 461, 464 road traffic, 366-367 See also crisis/contingency management; swimming, 367-368 trauma “saving face,” 383, 385 screening/selection, 26, 27, 96, 130-132, 270, RAFT, 28, 29 273-274, 310-312, 556-558, 352-353, 354, Raymond Lull Seminar, 160 443, 449, 472, 519 reckoning, 225-226 self-awareness, 241-242 recruitment, 4, 25-26, 72, 157-158, 159 self care, 17, 263-264, 552 Red zones/war zones, 193-206, 257-268 sender care, 17-18, 552 defined, 193 sending churches, 4, 17-18, 87, 88, 105-106, reentry, 29-30, 53-54, 65, 66, 131-132, 133, 128-134, 149-150, 153, 157-161, 258, 151, 166, 171-175, 270-271, 274-275, 435-444 289-294, 458-459 and pastoral care, 259-260 debriefing, 467-468 sense of community, 399-400, 522 health screening, 556-558 serving others, 393 home assignment, 56, 57, 59-60, 90-91 sexuality, 249-256, 356 housing, 54-55, 59 moral purity strategies, 252-253 parents, 54-55 temptation, 250-251 preparation, 74-75 shalom, 502 referrals, 122, 529-550 Sharpening Your Interpersonal Skills, 122, refugees, 1, 257-268, 502 256, 559 relationships, 209, 213, 231-234, 311 Singapore, 377-390 between mental health professionals and singles, 53, 54, 55, 59, 89, 112, 217, 430, 431 mission personnel, 327, 328 arranged marriages, 89 teams, 391-398 specialist care, 8, 10, 18, 29, 85, 93, 139, 173- repatriation, 29-30, 436 174, 291, 322-329, 470, 489-499, 552 See also reentry mental health professional case studies, Republic of South Africa, 509-511 144, 146, 324-326, 328, 489-499 research, 133 psychologists/psychological care, 2, 18, resources, 302, 303, 437-438, 520, 551-560 323, 419, 453, 526, 529, 557-558 bibliographies, 555, 559 qualities, 441, 518, 519, 525, 530 books, 551-560 See also caregivers 566 doing member care well spiritual disciplines, 169, 227-228, 424 for MKs/families, 74-75 Scripture memorization, 253 for debriefing, 173-174 worship, 264, 429, 449 for moral purity, 254-255 See also prayer; spiritual life for stress, 244 spiritual life/spirituality, 17, 111, 140, 169, for team building, 391-398 198-199, 207-222, 261-262, 264, 282-283, role play/simulations, 387 312, 395, 403, 411, 419, 424, 449, 521 training, 96-99, 130-131, 150, 153, 154, 238- bondage, 423 239, 521, 522, 526 books, 552 books, 553 case studies, 342-346 character, 99, 383-384, 388-389 doubts/existential questions, ix, 471 cross-cultural, 73, 378-379, 385-386 reviewing, 339-347 for adversity/perseverance, 167-168, 439 spiritual warfare, 3, 106-107, 200, 238-240, member care, 9, 120-121, 122, 123 243, 386, 424-428 sending churches, 128, 132-133, 159, 160 Sri Lanka, 226 See also preparation “stature of waiting,” 218-219 transitions, 28, 29, 65-66, 74, 113-114, 218, stress, 229-230, 237-248, 286, 288, 414, 447, 313, 351, 414, 431-432, 458-460 458, 459, 463-464, 521 grief/pain, 214, 333-334 assessment of local staff, 283-285 losses, 171-172 CHOPS Inventory, 244, 393, 414 trauma, 1, 28, 117-126, 139, 185, 193, 194, questionnaire, 243 257-268, 280-282, 331-332, 352, 360-361, symptoms, 473-474 429, 457-475, 496-497, 501, 502 suffering, 41-44, 166, 168, 223-224, 234-235, secondary trauma, 462 331-332, 337-338, 478-479, 503, 506-507 See also crisis/contingency management; systems thinking, 301-302, 442 PTSD systemic abuse, 301 tuberculosis, 350, 355, 361 Tumaini Counselling Centre, 137-146, 289 TCKs, 31 See also MKs United Nations, 185, 257, 279 teams, 150, 304, 374, 414 United States Air Force, 407-417 books, 553-554 unity, 23-24, 423, 426, 429 case studies, 404-405 Universal Declaration of Human Rights, 185 church planting, 92-93, 112-113 unreached people groups/least evangelized, international/multinational, 50, 395, 6, 9, 39, 445-446, 501, 516 399-406, 428-429, 489 leadership, 52 Vacation/breaks, 90-91, 204, 263 performance, 392 See also rest relationship types, 394 resiliency, 391-398, 428-430 War, 1, 257-268, 425, 501-502, 505 See also coping ability See also Red zones roles, 395 women in missions, 419-434 strengths, 400 wives, 101-102 support teams, 129-131 World War I, 502 team building, 58, 521 World War II, 42 tentmakers, 110-111 World Evangelical Alliance, 6, 525 terrorism, 181, 194-195 “worker drift,” 240, 313 time orientation, 402-403 work stress/overload, 105, 110-111, 139, Tolkein, J., 10 202, 274, 371, 438, 497-498 Too Valuable to Lose, 6-8, 19, 165, 412, 517, World Health Organization, 9, 350, 518 529, 551, 558 World Vision International, 277, 279, 282, tools/exercises 286 “fishbowl,” 379-380 for missionary life cycle, 309-322 YWAM, 9, 526