Left to fend for myself; Social Trauma Part -3-

Of the more than 200 former Salvation Army officers who have joined our fellowship in the past 12 months the large majority are supportive of SA policies and practices. And, only four who joined our fellowship have decided that the ‘club’ didn’t align with and suit their personal agendas.Perhaps not surprisingly, many in our fellowship forecast the departure of three of them, stating that at the very slightest support of The SA as an organization through blog articles, or positive comments relative to the Army's success in programming, ‘they’ would seek detractors and look for exit strategies and support for their unique causes; apparently symptoms witnessed while active officers. Perhaps they’ve joined other ‘clubs’, there are hundreds out there, or created their own. In any event we continue to lift them, and all former officers in our prayers; we share in a unique, and common bond. Between us, we all served Christ under the The SA’s yellow, red and blue colours in various corners of the globe.

It is worth noting that for many who join our fellowship (15-20 per month) it can take several months before they experience a sense of healing or a change relative to their attitudes. With time, most recognize that The SA is indeed a God inspired and Spirit led movement. Much good is said about The SA experience, but none have spoken positively about their exit experience. To the contrary, dozens have shared that if professional assistance would have been provided many of the problems they and family encountered could have been avoided.

The departures were awkward, strained, difficult, hurtful and left painful scars. This would not have been the case if professional pre-resignation and after-care had been provided officially by The Salvation Army. It’s an area of very real concern and one that the FSAOF will address directly with SA leadership in a paper in August 2009. Contact was made with IHQ some months ago seeking dialogue. It was recommended that the FSAOF make contact directly with those headquarters where The SA is perceived to be lacking in providing sufficient support. Based on comments from those in our relatively newly formed fellowship, the HQs in all 4 USA, Canada, NZ, Australia, Finland, Norway, the Netherlands, Brazil, Carribean, the UK, territories and more need to be contacted.

Comments made in response to yesterday's posted article reference a recent support initiative in the USA Central Territory. Strangely, non of the many formers in our fellowship from that territory are familiar with it. Perhaps someone can shed some light?
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The reasons for our resignations from officership vary, as shared by the General in his article, ‘When Crosses Come’. (see earlier post) Some have moved directly into ministry elsewhere and found a ready support group awaiting them. Some of us remain faithful soldiers in The SA, and find support locally, but no doubt experience some ‘friendly fire’ on occasion, and maybe even ugly criticism and interrogation. The few who were asked to leave are probably most unique and more alone in that they have been shunned by the fellowship when they need it most.

Many of us doubt and berate ourselves creating a social trauma. And amid all the self-doubting and criticism, and without the support of that very special group to which we belonged as officers, it’s easy to understand why more than a few get lost along the way. Of the more than 200 members in our fellowship many have shared the sense of abandonment they experienced on resigning. They were ‘abandoned’ by a community of Christian friends, having shared joy and tears in a common sense of calling with them …
The SA’s PASTORAL CARE UNIT in the UK shares in their brochure that "Pastoral Support is available only in response to direct requests …" Interestingly the Army’s mission statement calls for proactive interactive intervention. Remember just a decade ago when every sermon, lecture and SA journal article was peppered with the word, pro-active ?! Is the care for those who have given years of faithful service, our former officers, not worth a phone call or e-mail?

I find it somewhat ironic that it is expected of a UK active officer, having served a total of only five years, to attend a retirement conference lasting several days, in preparation for the transition many deem difficult, to post active officership life . And yet, formers, some having given 25+ years, are provided virtually no emotional, psychological, spiritual, economic, or employment support in what is in fact an even greater life changing experiences, this in first world countries. What is the procedure in India, East Africa, Brazil?

Is it naive to suggest that an officer or Spirit led employee, experienced in key organizational relationship skills, that include building trust, respecting other's ideas and opinions, skilled in open and honest communication, without blame or judgment, be assigned to each individual (case) contemplating resignation. Creating an environment where both The SA and the potential 'former' feel "safe and protected" is a function of good planning as much as good intention. We all need to get better at developing and keeping effective officers and to have those who resign, see the exit procedure as being respectful and as a celebration of service given. Without question, that's God's position !

Should the attempt to thwart the resignation fail, we should at the very least assign an after-care team, in consultation with the resigning person/family. Would it be an idea to assign a 'contact' person at HQ with responsibility to maintain contact on a regular basis for the first twelve months subsequent to resignation ... We do more for those coming to our social service offices requesting food for the family. They are entered into our data base for follow up and I trust invited to the Sunday Service!

As long as an increased number of SA young people seek advanced education levels, they will be recruited outside our movement, and the challenge to find qualified, people will get tougher. Creating loyalty, internally and externally, is an important factor in companies/organizations/institutions in staff recruitment, retainment and offering restitution. A select few should be trained in "recovery skills" - the spiritual art of dealing with an angry, disillusioned, or distressed resigning officer. The exit interview (see yesterday's article) will be included in our list, near the top ! And, the exit interview ought to include 1 or 2 officers of the exiting officer's choice, along with HQ's selected officers. Minutes should be taken and shared with all concerned. This would ensure that there be a somewhat balanced and neutral representation and that an accurate record is kept of all that is said.

In addition I would support an annual two day retreat/camp for formers. Someone else suggested the same thing in the UK last year- I don't believe anything has become of it yet.

In Sweden there are a number of local chapters composed of formers. They meet regularly for meetings/retreats and annually on a nationwide basis at the SA Congress. Typically the Commissioner and other HQ staff conduct private meetings/seminars with the formers. They publish a very attractive quarterly magazine.

Thoughts ?

Dr. Sven Ljungholm
Former Officer; USA, SWEDEN, RUSSIA, UKRAINE