Dr.

Ed Brenegar
Consultant / Writer / Speaker
Circle of Impact Leadership Guides Services
210 Wood Dale Drive Hendersonville, N.C. 28791
ed@edbrenegar.com http://edbrenegar.typepad.com 828/275-1803 “Inspiring Leadership Impact”

Leadership Guide Services for Churches:

Tools for congregational development
For the past 15 years, I’ve worked with churches to assist them in addressing a wide range of
opportunities and challenges. The following materials provide a basic understanding of who I am, the
way I understand the functioning of congregations, and the services that I provide. The following tools
are conversation guides that I developed to enhance communication. I conduct planning process,
leadership and spirituality retreats, and provide coaching services to pastors and leadership teams.

Leading Through Times of Transition: This chart illustrates how we are all in
transition from where we were to where we will be. I choose to focus on the transition path rather
than simply the changes that are affecting the church.

The Circle of Impact: Leaders of churches and other organizations operate in the three
dimensions of leadership – Ideas, Relationships and the Social & Organizational Structures. This tool
is used to facilitate a conversation about the church’s Mission or Purpose, its Values and a Vision
for the future. The purpose is to build awareness, clarity and a way to integrate the three
dimensions for impact.

The Five Questions That Every Person/Church Must Ask: The Five
Questions is a conversational tool that serves to focus individuals and the congregation on the
connecting ideas of mission or purpose, opportunities and challenges.

Conversational Planning for Churches Project Diagram: Church planning

projects typically occur during pastoral transitions, or when the church is in the midst of a
missional or organization transition.

The Stewardship of Saying Thanks Every Day: This workshop is designed for
congregations and presbyteries to assist their stewardship committees, budget & finance
committees, Sessions and Councils to focus giving on the five actions of gratitude rather than just
financial needs.

The Technology of Congregational Conversation: This chapter from the

book, Wikiklesia: Voices from the Virtual World: Participative Technology and Ecclesial Revolution
describes the rationale and process of a Conversational Planning Project.

Resume of Dr. Ed Brenegar: Here’s a brief description of who I am, what I do, who can
speak for my work, and some of my recent clients.

All projects begin as a conversation. Call or email me to begin an exploratory conversation.

Together In Christ’s Service,

Ed Brenegar
Creating Impact In Life & Work During Times of Transition
A Circle of Impact Guide
1. TRANSITION, NOT CHANGE:
Every person and organization is in transition from what they once were to what they will be. We experience this
transition as change. We see it as performance plateaus and decline. It requires us to change.

2. TRANSITION POINTS:
What these Transition Points (T) show us is that what created growth at one stage may not at the next.
Sustainability is the result of growth, not trying to remain at the same level. To grow requires us to make changes.

3. CREATING IMPACT THROUGH TRANSITION POINTS:

People manage Transition Points (T) by initiating change to create impact. People do this through the Three
Dimensions of Life & Work Impact - Ideas, Relationships and Social & Organizational Settings. These three
dimensions form the Circle of Impact where growth occurs.

4. FOUR QUESTIONS EVERY PERSON MUST ASK:

To Initiate change at a Transition Point, Ask The FOUR IMPACT QUESTIONS. 3

STAGES OF IMPACT
1. What is My Impact?
2. Who have I Impacted?
3. What Opportunities Do I Now Have? T
4. What Problems Have I Created?

2
T

T 1

TIME
Dr. Ed Brenegar Circle of Impact Leadership Guide Services
http://edbrenegar.typepad.com ed@edbrenegar.com Copyright©2009-2010 Ed Brenegar
Circle of Impact Guides - http://edbrenegar.typepad.com/AllIMPACTDiagrams.pdf
Circle of Impact Guide Services - http://edbrenegar.typepad.com/DrEdBrenegar-CircleofImpactGuideServices.pdf
 THE CIRCLE OF IMPACT
Three Dimensions of Leadership for Fulfilling Christ’s Mission

VALUES
Values Unify Our Relationships and Give Us
Strength To Stand for What We Believe In.

RELATIONSHIPS IDEAS

VISION
Impact
Impact is the change that makes a
MISSION
A Vision is a Picture of Our Impact through difference that matters. Purpose is our understanding of
our relationships with people and in social who we are, what we do and why
settings and organizational structures. it matters.

SOCIAL & ORGANIZATIONAL

STRUCTURES in CHURCHES
Dr. Ed Brenegar Circle of Impact Leadership Guide Services
http://edbrenegar.typepad.com ed@edbrenegar.com Copyright©2009-2010 Ed Brenegar
Circle of Impact Guides - http://edbrenegar.typepad.com/AllIMPACTDiagrams.pdf
Circle of Impact Guide Services - http://edbrenegar.typepad.com/DrEdBrenegar-CircleofImpactGuideServices.pdf
 The FIVE QUESTIONS that church must ask along
the Journey of Life & Faith.

1. What has Changed in T

our Life and Work? T
How are We in Transition?
T

2. What is Our Impact? The Circle of Impact

Ideas
What Difference have Our
Ideas, Relationships and IMPACT Relationships
Social & Organizational
Settings made that Social &
Organizational
Matters? Structures

3. Who are We Impacting?

4. What Opportunities Do
We Have Now?

5. What Problems Have We Created?

Dr. Ed Brenegar Circle of Impact Leadership Guide Services

http://edbrenegar.typepad.com ed@edbrenegar.com Copyright©2009-2010 Ed Brenegar
Circle of Impact Guides - http://edbrenegar.typepad.com/AllIMPACTDiagrams.pdf
Circle of Impact Guide Services - http://edbrenegar.typepad.com/DrEdBrenegar-CircleofImpactGuideServices.pdf
Conversational Planning for Churches
Dr. Ed Brenegar
Circle of Impact Leadership Guide Services
210 Wood Dale Drive Hendersonville, N.C. 28791 828/275-1803 ed@edbrenegar.com
Planning for the Future
1. You can’t know everything you need to know to
create a truly comprehensive strategic plan.
2. Planning is preparation to adapt to changing
circumstances in a purposeful, opportunistic way.
3. Congregational development is for the purpose of
planning.
4. You can’t sell strategic plans that no one wants
or believes in.
5. Build commitment to the future through
congregational involvement in the planning
process.
Congregational Involvement in Planning
1. The Holy Spirit is in each believer. No one
believer has a corner on the whole wisdom of
God. However, the Board’s role is to discern
God’s wisdom by listening to the congregation.
2. Conversation builds commitment, participation
and contribution.
3. The parking lot conversation needs to be brought
into the church.
4. Organize informal conversation to capture the
wisdom of the Holy Spirit that resides in the
hearts and minds of believers.
http://edbrenegar.typepad.com “Inspiring Leadership Impact”
Conversational Planning for Churches
1. Focus on conversation as an essential part of your
church’s communication strategy.
2. Planned, facilitated conversation is not the same
as fellowship.
3. Conversation is the exchange of ideas between
people.
4. Conversation in small groups presents a different
perspective of the church than opinion surveys.
In conversation, ideas build off one another to
broaden perspective and achieve clarity.
5. Create a structure for regular informal
conversation.
6. Listen, record and compile conversation
responses into a document for interpretation and
distribution.
7. Interpret responses in a report that offers
recommendations for action.
8. Board adopts or amends and adopts report /
recommendations.
9. Implement recommendations with focus on
increasing participation in the ongoing
development of projects.
10. Continue conversation in small groups.
 Conversational Planning for Churches
Small Group Conversations
Conducted in Small Groups

Facilitator Teams Report to Committee

Committee Prepares Report with
Recommendations to Church Board

LRP Committee:
Recruits Hosts / Facilitators Teams
Drafts Conversation Questions
Planning Train Facilitator Teams
Hosts Invite Guests
Process
Long-Range IMPACT:
Planning Committee A Clear, Compelling Mission
CONVERSATIONAL
Transition from where you are today
To where you will be in the future.
PLANNING A Strategic Vision for the Future
PROJECT
Pastoral Staff Greater Congregational Unity,
Church Board Commitment & Contribution.
Participants
LRP Committee
Hosts / Facilitators Teams

The Membership Presented by:

of the Congregation Dr. Ed Brenegar
Circle of Impact Leadership Guide Services
http://edbrenegar.typepad.com
ed@edbrenegar.com 828/275-1803
Copyright©2007-2010 Ed Brenegar
 Say Thanks Every Day
The Power of Gratitude in Life and Work
The Five Actions of Gratitude Create a Difference that Matters

Give Back Make Welcome

Say Thanks

Thank You
Serve people and communities who Practice a hospitality of openness and
have made a difference to you. opportunity for people to make a difference.

Honor Others Create Goodness

Say Thanks Every Day in
appreciation for the contributions
that people and communities make.

Honor people and communities for their Foster an environment for the creation of
contributions and example. goodness through personal initiative.

Dr. Ed Brenegar /Circle of Impact Leadership Guide Services –

http://edbrenegar.typepad.com/DrEdBrenegar-CircleofImpactGuideServices.pdf
http://edbrenegar.typepad.com ed@edbrenegar.com Copyright©2009-2010 Ed Brenegar
Join the Say Thanks Every Day social network at http://bit.ly/b4b5AN
The Stewardship of Saying Thanks Every Day:
A Workshop on The Power of Gratitude for
Transforming Congregation Stewardship programs
Question:
Is Stewardship a Business Transaction or a Spiritual Opportunity?
Question:
What should the be Impact of a Church’s Stewardship Program?

The Place of Kindness in Gratitude’s Response

Ephesians 2:4-10

The Three Dimensions of Stewardship

Circle of Impact
Values

RELATIONSHIPS IDEAS

Vision IMPACT
Mission

SOCIAL & ORGANIZATIONAL

STRUCTURES of the CHURCH

Three Outcomes People Want For Their Life and Faith

Personally Meaningful
Socially Fulfilling
To Make A Difference That Matters
Develop The Three Outcomes By Increasing Individual
Participation
Contribution
Prayer
The Five Actions of Gratitude:
GRATITUDE SERVICE HOSPITALITY RECOGNITION GOD’S CALL
The Impact of Gratitude on The Stewardship of the Church

Say Thanks Every Day: The Power of Gratitude in Life and Faith
(See Next Page)

Dr. Ed Brenegar Circle of Impact Leadership Guide Services

http://edbrenegar.typepad.com ed@edbrenegar.com Copyright©2010 Ed Brenegar
 Say Thanks Every Day
The Power of Gratitude in Life, Work & Faith

But God, who is rich in mercy, out of the great love with which he loved us even when we were
dead through our trespasses, made us alive together with Christ—by grace you have been saved—
and raised us up with him and seated us with him in the heavenly places in Christ Jesus, so that
in the ages to come he might show the immeasurable riches of his grace in kindness towards us in
Christ Jesus. For by grace you have been saved through faith, and this is not your own doing; it is
the gift of God— not the result of works, so that no one may boast. For we are what he has made
us, created in Christ Jesus for good works, which God prepared beforehand to be our way of life.
Ephesians 2:4-10
Rejoice always, pray without ceasing, give thanks in all circumstances; for this is the will of God in Christ Jesus for you.
I Thessalonians 5: 16-18.

Say Thanks Thank You

Say Thanks Every Day to God and others in appreciation for the difference
their participation and contributions make in your life and work.

Give Back

In response to God’s love, serve people, communities and the

church, who have made a difference in your life and work.

Make Welcome
Practice a hospitality of openness and opportunity
for people to make a difference.

Honor Others

Honor people and communities for the differences that

matter that they made through their participation and
contributions of faith and stewardship.
Create Goodness
Create goodness in response to the grace of God’s call
to faith and stewardship.

Dr. Ed Brenegar Circle of Impact Leadership Guide Services

http://edbrenegar.typepad.com ed@edbrenegar.com Copyright©2010 Ed Brenegar
 Voicesaf the Virtual World

The Technologyof Congregational

onversation
By
Ed Breneqar
"When two or tnorearegatheredin my nflme,I am
there," Matthew18:20

But God has put this Word in the mouth of

men in order that it may be communicated to other
men. When one person is struck by the Word, he
speaks it to others. God has willed that we should
seek and find His living word in the wihress of a
brother, in the mouth of man. Therefore, the
christian needs another christian who speaks God's
Word to him. He needs him again and again when
he becomes uncertain and discouraged, for by
himself he cannot help himself without belying the
truth. He needs his brother man as a bearer and
proclaimer of the divine word of salvation. He needs
his brother solely becauseof |esus christ. The Christ
in his own heart is weaker than the christ in the
word of his brother, his own heart is uncertain, his
brothgr's is sure'tt
"ot",n.h Bonhoeffer,
LifeTogether,
Harper& Row, 19s4,
p.z2-23.
36
’”’”•Žœ’ŠDZȱȱ˜•ž–Žȱ—Žȱ ˜’ŒŽœȱ˜ȱ‘Žȱ’›žŠ•ȱ˜›•ȱ

ȱ
‘Šȱ‘Š™™Ž—œȱ ‘Ž—ȱ™Ž˜™•ŽȱŠ‘Ž›ȱ˜Ž‘Ž›ȱ’—ȱ
‘ŽȱŒ‘ž›Œ‘ǵȱȱŽȱŠ•”Dzȱ Žȱœ‘Š›Žȱœ˜›’ŽœȱŠ—ȱ’ŽŠœDzȱ Žȱ
•’œŽ—Dzȱ Žȱ™›Š¢ȱ˜Ž‘Ž›ǯȱȱŽȱŒŠ••ȱ‘’œȱŒ˜—ŸŽ›œŠ’˜—ǯȱȱ
‘Ž—ȱ ™Ž˜™•Žȱ Š•”ȱ ‘Ž¢ȱ Œ˜––ž—’ŒŠŽǯȱ ȱ Žȱ ’—ȱ
‘Žȱ Œ‘ž›Œ‘ȱ  Žȱ ˜—Ȃȱ ‘’—”ȱ ˜ȱ Œ˜—ŸŽ›œŠ’˜—ȱ Šœȱ
Œ˜––ž—’ŒŠ’˜—Dzȱ ›Š‘Ž›ȱ Œ˜––ž—’ŒŠ’˜—ȱ ’œȱ ‘˜ ȱ  Žȱ
’œ›’‹žŽȱ’—˜›–Š’˜—ǯȱȱȱ
˜––ž—’ŒŠ’˜—ȱ Š”Žœȱ ‘Žȱ ˜›–ȱ ˜ȱ  ˜›œ‘’™ȱ
‹ž••Ž’—œǰȱ —Ž œ•ŽŽ›œȱ Š—ȱ ˜ŒŒŠœ’˜—Š•ȱ •ŽŽ›œȱ ˜ȱ
Š™™ŽŠ•ǯȱ ’‘ȱ ‘Žȱ ŠŸŽ—ȱ ˜ȱ ˜—•’—Žȱ œ›ŠŽ’Žœǰȱ  Žȱ ŒŠ—ȱ
Šȱ  Ž‹œ’Žœǰȱ  Ž‹•˜œǰȱ ™˜ŒŠœœȱ Š—ȱ Ÿ’Ž˜Ȭ
œ›ŽŠ–’—ȱ ˜ȱ  ˜›œ‘’™ȱ œŽ›Ÿ’ŒŽœȱ ˜ȱ ‘Žȱ •’œǯȱ ȱ ŸŽ—ȱ ‘Žȱ
–˜œȱ ’——˜ŸŠ’ŸŽȱ ˜ȱ ‘ŽœŽȱ Œ˜––ž—’ŒŠ’˜—ȱ –Ž‘˜œȱ
Š›Žȱ œ’–™•¢ȱ  Š¢œȱ ˜›ȱ ‘Žȱ ȃŒ‘ž›Œ‘Ȅȱ ˜ȱ ’œ›’‹žŽȱ
’—˜›–Š’˜—ȱ˜ȱ‘Žȱȃ™Ž˜™•ŽǯȄȱ

˜––ž—’¢ȱ
Ž˜›Žȱ ‘Ž›Žȱ  Ž›Žȱ ˜’ŒŽ›œǰȱ Œ˜––’ŽŽœǰȱ
œŽ Š›œ‘’™ȱ ŒŠ–™Š’—œȱ Š—ȱ œ–Š••ȱ ›˜ž™ȱ –’—’œ›’Žœǰȱ
‘Ž›Žȱ  Šœȱ Œ˜—ŸŽ›œŠ’˜—ǯȱ ȱ ‘Žȱ Œ‘ž›Œ‘ȱ  Šœȱ ‹˜›—ȱ ’—ȱ
Œ˜—ŸŽ›œŠ’˜—ǯȱ ȱ ‘Žȱ Œ‘ž›Œ‘ȱ ’œȱ ‘Žȱ Ž˜™•Žȱ ˜ȱ ˜ǯȱ ȱ œȱ
‘ŽȱŽ˜™•Žǰȱ Žȱ•’ŸŽȱ‹¢ȱ‘Žȱ˜›ȱ ’‘ȱ ˜›œȱ‘Šȱ Žȱ
œ‘Š›Žȱ ’‘ȱ˜—ŽȱŠ—˜‘Ž›ǯȱ
Ž˜›Žȱ ‘Žȱ Œ‘ž›Œ‘ȱ ‹ŽŒŠ–Žȱ Š—ȱ ˜›Š—’£Š’˜—Š•ȱ
œ›žŒž›Žǰȱ ’ȱ  Šœȱ Šȱ ™•ŠŒŽȱ ˜ȱ Œ˜—ŸŽ›œŠ’˜—ǯȱ ȱ ’œŽ—ȱ ˜›ȱ

ȱ řŝȱ
’”’”•Žœ’ŠDZȱȱ˜•ž–Žȱ—Žȱ ˜’ŒŽœȱ˜ȱ‘Žȱ’›žŠ•ȱ˜›•ȱ

ȱ
‘Žȱ Œ˜—ŸŽ›œŠ’˜—œȱ Š”’—ȱ ™•ŠŒŽȱ ’—ȱ ‘’œȱ ŽœŒ›’™’˜—ȱ ˜ȱ
‘ŽȱŽŠ›•¢ȱŒ‘ž›Œ‘ǯȱ
ȱ
‘Ž¢ȱ ŽŸ˜Žȱ ‘Ž–œŽ•ŸŽœȱ ˜ȱ ‘Žȱ
Š™˜œ•Žœȇȱ ŽŠŒ‘’—ȱ Š—ȱ ˜ȱ ‘Žȱ
Ž••˜ œ‘’™ǰȱ˜ȱ‘Žȱ‹›ŽŠ”’—ȱ˜ȱ‹›ŽŠȱŠ—ȱ
˜ȱ ™›Š¢Ž›ǯȱ ŸŽ›¢˜—Žȱ  Šœȱ ’••Žȱ  ’‘ȱ
Š Žǰȱ Š—ȱ –Š—¢ȱ  ˜—Ž›œȱ Š—ȱ
–’›ŠŒž•˜žœȱ œ’—œȱ  Ž›Žȱ ˜—Žȱ ‹¢ȱ ‘Žȱ
Š™˜œ•Žœǯȱ••ȱ‘Žȱ‹Ž•’ŽŸŽ›œȱ Ž›Žȱ˜Ž‘Ž›ȱ
Š—ȱ‘ŠȱŽŸŽ›¢‘’—ȱ’—ȱŒ˜––˜—ǯȱŽ••’—ȱ
‘Ž’›ȱ ™˜œœŽœœ’˜—œȱ Š—ȱ ˜˜œǰȱ ‘Ž¢ȱ ŠŸŽȱ
˜ȱ Š—¢˜—Žȱ Šœȱ ‘Žȱ ‘Šȱ —ŽŽǯȱ ŸŽ›¢ȱ Š¢ȱ
‘Ž¢ȱ Œ˜—’—žŽȱ ˜ȱ –ŽŽȱ ˜Ž‘Ž›ȱ ’—ȱ ‘Žȱ
Ž–™•Žȱ Œ˜ž›œǯȱ ‘Ž¢ȱ ‹›˜”Žȱ ‹›ŽŠȱ ’—ȱ
‘Ž’›ȱ‘˜–ŽœȱŠ—ȱŠŽȱ˜Ž‘Ž›ȱ ’‘ȱ•Šȱ
Š—ȱ œ’—ŒŽ›Žȱ ‘ŽŠ›œǰȱ ™›Š’œ’—ȱ ˜ȱ Š—ȱ
Ž—“˜¢’—ȱ ‘Žȱ ŠŸ˜›ȱ ˜ȱ Š••ȱ ‘Žȱ ™Ž˜™•Žǯȱ
—ȱ ‘Žȱ ˜›ȱ ŠŽȱ ˜ȱ ‘Ž’›ȱ —ž–‹Ž›ȱ
Š’•¢ȱ‘˜œŽȱ ‘˜ȱ Ž›Žȱ‹Ž’—ȱœŠŸŽǯ Œœȱ
ŘDZȱŚŘȬŚŝȱ
‘Ž—ȱ  Žȱ œŠ¢ȱ ‘Žȱ Œ‘ž›Œ‘ȱ ’œȱ Šȱ Œ˜––ž—’¢ǰȱ  Žȱ
Š›ŽȱœŠ¢’—ȱ‘Šȱ‘ŽȱŒ‘ž›Œ‘ȱ’œȱ ‘Ž›Žȱ˜ž›ȱŒ˜—ŸŽ›œŠ’˜—ȱ
 ’‘ȱ ˜ȱŠ”Žœȱ™•ŠŒŽǯȱȱȱ

ȱ řŞȱ
’”’”•Žœ’ŠDZȱȱ˜•ž–Žȱ—Žȱ ˜’ŒŽœȱ˜ȱ‘Žȱ’›žŠ•ȱ˜›•ȱ

ȱ
ȱŒ‘ž›Œ‘ȱŒŠ—ȱ‹Žȱž—Ž›œ˜˜ȱŠœȱ‘›ŽŽȱœŽ™Š›ŠŽȱ
Š—ȱ’—Ž›ŠŒ’—ȱ’–Ž—œ’˜—œǯȱ
‘ŽȱŒ‘ž›Œ‘ȱ’œȱŠȱ™•ŠŒŽȱ˜ȱŽŠœǯȱŽŠœȱŠ›Žȱ ˜›œȱ
Š—ȱ Œ˜—ŒŽ™œȱ ‘Šȱ ›Š–Žȱ ˜ž›ȱ ž—Ž›œŠ—’—ȱ ˜ȱ  ‘˜ȱ
 ŽȱŠ›ŽȱŠ—ȱ ‘Šȱ ˜ȱ‘ŠœȱŒŠ••Žȱžœȱ˜ȱ‹Žǯȱȱ‘ŽœŽȱŽŠœȱ
’—Œ•žŽȱ ˜ž›ȱ ‘Ž˜•˜¢ǰȱ ‘Žȱ Œ›’™ž›Žœǰȱ ˜ž›ȱ ™˜•’¢ǰȱ ˜ž›ȱ
‘¢–—˜¢ǰȱ •˜—Ȭ›Š—Žȱ
™•Š—œǰȱ Ÿ’œ’˜—ȱ œŠŽȬ
–Ž—œǰȱ Š—ȱ ‘Žȱ
œ›žŒž›Žȱ˜ȱ–’—’œ›’Žœǯȱȱ
••ȱ ˜›–œȱ ˜ȱ Œ˜––žȬ
—’ŒŠ’˜—ȱ ‘Šȱ  Žȱ žœŽȱ
Š›Žȱ ™›˜žŒœȱ ˜ȱ ‘Žȱ
ŽŠœȱ’–Ž—œ’˜—ǯȱ
ȱ Œ‘ž›Œ‘Ȃœȱ ›Š—’£Š’˜—Š•ȱ ›žŒž›Žȱ ’œȱ ‘Žȱ
’–Ž—œ’˜—ȱ ‘Šȱ ’œȱ –˜œȱ •’”Žȱ ŽŸŽ›¢ȱ ˜‘Ž›ȱ ”’—ȱ ˜ȱ
˜›Š—’£Š’˜—ǯȱ ȱ ‘’œȱ ’–Ž—œ’˜—ȱ ’—Œ•žŽœȱ ‘Žȱ  ˜›”ȱ ˜ȱ
˜ŸŽ›—Š—ŒŽǰȱ Š••ȱ ‘Žȱ ŠŒ’Ÿ’’Žœȱ ˜ȱ –’—’œ›¢ȱ ™›˜›Š–œǰȱ
‘Žȱ Š–’—’œ›Š’˜—ȱ ˜ȱ ‘Žȱ Œ‘ž›Œ‘ǰȱ Š—ȱ ‘Žȱ
ŽŸŽ•˜™–Ž—ȱ ˜ȱ ›Žœ˜ž›ŒŽœǯȱ ȱ ‘Žȱ ›Š—’£Š’˜—Š•ȱ
›žŒž›Žȱ’–Ž—œ’˜—ȱ’œȱ¢™’ŒŠ••¢ȱ ‘Šȱ™Ž˜™•Žȱ‘’—”ȱ˜ȱ
Šœȱ ‘Žȱ Œ‘ž›Œ‘ǯȱ ȱ ȱ ’œȱ ‘Žȱ ’–Ž—œ’˜—ȱ  ’‘ȱ Šȱ œ›ŽŽȱ
Š›ŽœœǰȱŠȱ‹žŽǰȱŠ—ȱŒ˜––’ŽŽȱ–ŽŽ’—œǯȱ
ž›ȱŽ•Š’˜—œ‘’™œȱ’—ȱ‘ŽȱŒ‘ž›Œ‘ȱ˜›–ȱ‘Žȱ‘’›ȱ
’–Ž—œ’˜—ǯȱ ȱ ‘’œȱ ’œȱ ‘Žȱ œ˜Œ’Š•ǰȱ Œ˜––ž—Š•ǰȱ ™Ž›œ˜—Š•ȱ
Š—ȱ Œ˜—ŸŽ›œŠ’˜—Š•ȱ œ’Žȱ ˜ȱ ‘Žȱ Œ‘ž›Œ‘ǯȱ ȱ ȱ ’œȱ ‘Žȱ
‹’‹•’ŒŠ•ȱ™Ž›œ™ŽŒ’ŸŽȱ˜ȱ‘ŽȱŒ‘ž›Œ‘ǯȱȱŽȱŠ›Žȱ™Ž˜™•Žȱ’—ȱ
ȱ řşȱ
’”’”•Žœ’ŠDZȱȱ˜•ž–Žȱ—Žȱ ˜’ŒŽœȱ˜ȱ‘Žȱ’›žŠ•ȱ˜›•ȱ

ȱ
Œ˜––ž—’¢ȱœŽ›Ÿ’—ȱŽœžœȱ‘›’œǯȱȱȱ’œȱ‘Žȱ–˜œȱŸ’Š•ȱ
Š—ȱ •ŽŠœȱ ŽŸŽ•˜™Žȱ ˜ȱ ‘Žȱ ‘›ŽŽȱ ’–Ž—œ’˜—œǯȱ
’‘˜žȱ ˜ž›ȱ ›Ž•Š’˜—œ‘’™œȱ  ’‘ȱ ˜—Žȱ Š—˜‘Ž›ȱ ’—ȱ ‘Žȱ
Œ˜—Ž¡ȱ ˜ȱ ˜ž›ȱ ›Ž•Š’˜—œ‘’™ȱ  ’‘ȱ ˜ǰȱ ‘Ž›Žȱ ’œȱ —˜ȱ
Œ‘ž›Œ‘ǯȱ ‘Ž›Žȱ ’œȱ ˜—•¢ȱ Š—ȱ ˜›Š—’£Š’˜—Š•ȱ œ›žŒž›Žȱ
ŒŠ••ŽȱŠȱŒ‘ž›Œ‘ǯȱ
ȱ ’œȱ ’–™˜›Š—ȱ ˜ȱ –Š”Žȱ ‘ŽœŽȱ ’œ’—Œ’˜—œǯȱ ȱ ȱ
‘Ž•™œȱžœȱž—Ž›œŠ—ȱ‘Žȱ™•ŠŒŽȱ˜ȱŒ˜—ŸŽ›œŠ’˜—ȱ’—ȱ‘Žȱ
•’Žȱ˜ȱ‘ŽȱŒ‘ž›Œ‘ǯȱ

˜—ŸŽ›œŠ’˜—ȱ
˜—ŸŽ›œŠ’˜—ȱ’œȱ–˜›Žȱ‘Š—ȱŒ‘’Œ‘Šǯȱȱȱ’œȱ–˜›Žȱ
‘Š—ȱ  ‘Šȱ ‘Š™™Ž—œȱ‹Ž ŽŽ—ȱ ŽŸŽ—œǯȱ ˜—ŸŽ›œŠ’˜—ȱ ’œȱ
 ‘Ž›Žȱ’—’Ÿ’žŠ•œȱŒ˜——ŽŒȱ ’‘ȱ˜—ŽȱŠ—˜‘Ž›ǯȱȱ—ȱ‘Žȱ
Œ‘ž›Œ‘ǰȱ ‘’œȱ Œ˜——ŽŒ’˜—ȱ ’œȱ Œ›ŽŠŽȱ Š—ȱ ŽŽ™Ž—Žȱ ‹¢ȱ
˜Ȃœȱ™’›’ǯȱ
¢™’ŒŠ••¢ǰȱŠœȱ‘ŽȱŒ‘ž›Œ‘ǰȱ Žȱ‘ŠŸŽȱŽ–™‘Šœ’£Žȱ
˜›–Š•ȱ Œ˜––ž—’ŒŠ’˜—ȱ ˜ŸŽ›ȱ ‘Žȱ ’—˜›–Š•ǯȱ ȱ ‘’œȱ ’œȱ
ž—˜›ž—ŠŽȱ ‹ŽŒŠžœŽȱ  ’‘˜žȱ Ÿ’Š•ȱ ’—Ž›ŠŒ’˜—ȱ
‹Ž ŽŽ—ȱ ™Ž˜™•Žȱ ˜›–Š•ȱ Œ˜––ž—’ŒŠ’˜—ȱ •ŠŒ”œȱ Šȱ
–ŽŠ—’—ž•ȱ ™Ž›œ˜—Š•ȱ Š—ȱ œ˜Œ’Š•ȱ Œ˜—Ž¡ǯȱ ’‘˜žȱ
Œ˜—ŸŽ›œŠ’˜—ǰȱ ‘Žȱ Œ‘ž›Œ‘ȱ œ’–™•¢ȱ ™›˜Ÿ’Žœȱ Šȱ œŽ›Ÿ’ŒŽȱ
˜ŒžœŽȱ˜—ȱ–ŽŽ’—ȱ’—’Ÿ’žŠ•ȱŒžœ˜–Ž›ȱ—ŽŽœǯȱȱ
‘Žȱ Œ‘ž›Œ‘ȱ ’œȱ Š•’ŸŽȱ  ‘Ž—ȱ ’ȱ ’œȱ Šȱ ™•ŠŒŽȱ ˜ȱ
Œ˜—›’‹ž’˜—ȱ Š—ȱ ™Š›’Œ’™Š’˜—ǯȱ ˜—ŸŽ›œŠ’˜—ȱ ’œȱ
 ‘Ž›ŽȱŠȱŒ˜––ž—’¢ȱ˜ȱ’–™ŠŒȱŠ—ȱž•’••–Ž—ȱ‹Ž’—œȱ

ȱ ŚŖȱ
’”’”•Žœ’ŠDZȱȱ˜•ž–Žȱ—Žȱ ˜’ŒŽœȱ˜ȱ‘Žȱ’›žŠ•ȱ˜›•ȱ

ȱ
˜ȱ‘Š™™Ž—ǯȱȱŽȱŽ¡™Ž›’Ž—ŒŽȱ‘Žȱ›ŠŒŽȱ˜ȱ ˜ȱ’—ȱŽœžœȱ
‘›’œȱ’—ȱ›ŽŠ•ȱ•’Žǰȱ’—ȱ›ŽŠ•ȱ’–Žǰȱ‘›˜ž‘ȱ›ŽŠ•ȱ™Ž˜™•Žǯȱȱȱ
‘Ž—ȱ  Žȱ Š•”ȱ  ’‘ȱ ˜—Žȱ Š—˜‘Ž›ǰȱ ˜ž›ȱ •’ŸŽœȱ Š›Žȱ
›Š—œ˜›–Žǯȱ ȱ ‘›˜ž‘ȱ ™Ž›œ˜—Š•ȱ ’—Ž›ŠŒ’˜—ȱ  Žȱ ’—ȱ
 ‘Ž›Žȱ  Žȱ ‹Ž•˜—ȱ ’—ȱ ‘Žȱ Œ‘ž›Œ‘ȱ Šœȱ ˜—Žȱ ˜ȱ ˜Ȃœȱ
™Ž˜™•Žǯȱ ’‘˜žȱ Œ˜—ŸŽ›œŠ’˜—ǰȱ ‘’œȱ Ž¡™Ž›’Ž—ŒŽȱ ’œȱ
–’œœ’—ǯȱ Žȱ Š›Žȱ Š•˜—Žȱ ’—ȱ ‘Žȱ –’œȱ ˜ȱ ‘Žȱ
Œ˜—›ŽŠ’˜—ǯȱȱœȱ’ȱŠ—¢ȱ ˜—Ž›ȱ‘Šȱ˜›ȱœ˜ȱ–Š—¢ȱ‘Žȱ
Œ‘ž›Œ‘ȱ ’œȱ —˜ȱ Šȱ Œ˜––ž—’¢ǰȱ ‹žȱ Šȱ ž—Š¢ȱ –˜›—’—ȱ
ŠŒ’Ÿ’¢ǵȱ

˜—ŸŽ›œŠ’˜—ȱ’—ȱ‘ž›Œ‘ȱ•Š——’—ȱ

ȱŒŠ–Žȱ˜ȱŠ™™›ŽŒ’ŠŽȱ‘ŽȱŸŠ•žŽȱ˜ȱŒ˜—ŸŽ›œŠ’˜—ȱ
‘›˜ž‘ȱ–¢ȱ™•Š——’—ȱ ˜›”ȱ ’‘ȱŒ‘ž›Œ‘Žœǯȱȱ—’’Š••¢ǰȱ
ȱ ›ŽŠ•’£Žȱ ‘Šȱ ™•Š——’—ȱ Œ˜––’ŽŽœȱ ‘Šȱ  ˜›”Žȱ ’—ȱ
’œ˜•Š’˜—ȱ ’—Ȃȱ –Š”Žȱ œŽ—œŽǯȱ ȱ ˜—Ȭ›Š—Žȱ ™•Š—œȱ ‘Šȱ
Œ˜–Žȱ ›˜–ȱ Šȱ Œ•˜œŽȬ˜˜›ȱ ™›˜ŒŽœœȱ Š›Žȱ ’’Œž•ȱ ˜ȱ œŽ••ȱ
˜ȱ Šȱ Œ˜—›ŽŠ’˜—ȱ ‘Šȱ ‘Šœȱ ‹ŽŽ—ȱ ”Ž™ȱ ’—ȱ ‘Žȱ Š›”ǯȱȱ
’‘˜žȱ Šȱ œŠ¢Ȭœ˜ȱ ’—ȱ ‘Žȱ ™›˜ŒŽœœǰȱ ‘Ž›Žȱ ’œȱ —˜ȱ
Œ˜–™Ž••’—ȱ›ŽŠœ˜—ȱ˜ȱŽ¡™Š—ȱ˜—ŽȂœȱŒ˜—›’‹ž’˜—ǯȱ
›Š’’˜—Š•ȱŒ˜—›ŽŠ’˜—Š•ȱœž›ŸŽ¢ȱ–Ž‘˜œȱ˜ȱ
—˜ȱ Œ˜—›’‹žŽȱ ˜ȱ ‘Žȱ ›ŽŒŽ™’Ÿ’¢ȱ ˜ȱ ‘ŽœŽȱ •˜—Ȭ›Š—Žȱ
™•Š—œȱ Ž’‘Ž›ǯȱ ȱ ¢™’ŒŠ••¢ǰȱ Šȱ œž›ŸŽ¢ȱ ’œȱ ’ŸŽ—ȱ Š—ȱ ‘Žȱ
Œ˜–™•ŽŽȱŸŽ›œ’˜—ȱ˜ȱ‘Žȱ•˜—Ȭ›Š—Žȱ™•Š—ȱ’œ›’‹žŽȱ
ŠŽ›ȱŠ˜™’˜—ǯȱȱœȱŠȱ›Žœž•ǰȱ‘ŽȱŒ˜—›ŽŠ’˜—ȱ˜Žœ—Ȃȱ
ŽŽ•ȱŠȱ™Š›ȱ˜ȱ‘Žȱ™›˜ŒŽœœǯȱȱȱ

ȱ Śŗȱ
’”’”•Žœ’ŠDZȱȱ˜•ž–Žȱ—Žȱ ˜’ŒŽœȱ˜ȱ‘Žȱ’›žŠ•ȱ˜›•ȱ

ȱ
‘Žȱ –’œœ’—ȱ •’—”ȱ ’—ȱ –Š—¢ȱ ™•Š——’—ȱ ™›˜ŒŽœœŽœȱ
’œȱ Œ˜—ŸŽ›œŠ’˜—ǯȱ ˜ȱ –˜›Žȱ ’—™žǰȱ  ‘Ž›Žȱ –Ž–‹Ž›œȱ
›Žœ™˜—ȱ ˜ȱ šžŽœ’˜—œDzȱ ’—œŽŠȱ  ‘Šȱ ’œȱ —ŽŽŽȱ ’œȱ Šȱ
—Ž ȱ •ŽŸŽ•ȱ ˜ȱ Œ˜—ŸŽ›œŠ’˜—ǯȱ ȱ Žȱ —ŽŽȱ Œ˜—ŸŽ›œŠ’˜—ȱ
•’”Žȱ‘Žȱ Š¢ȱ™Ž˜™•Žȱ—˜›–Š••¢ȱŠ•”ǯȱ
˜—ŸŽ›œŠ’˜—ȱ ’œȱ Š•›ŽŠ¢ȱ Š”’—ȱ ™•ŠŒŽȱ ’—ȱ
Œ‘ž›Œ‘Žœǯȱ ȱ ȱ ’œȱ ‘Š™™Ž—’—ȱ ’—ȱ ‘Žȱ ™Š›”’—ȱ •˜ȱ ŠŽ›ȱ
 ˜›œ‘’™ǯȱ ȱ ’œȱ ‘Š™™Ž—’—ȱ ˜—ȱ ‘Žȱ ˜•ȱ Œ˜ž›œŽǰȱ Šȱ ‘Žȱ
¢–ǰȱŠȱ‘Žȱœž™Ž›–Š›”ŽǰȱŠȱ‘Žȱ”’œȂȱœ˜ŒŒŽ›ȱ–ŠŒ‘Žœǰȱ
Š—ȱ˜—ȱŒŽ••ȱ™‘˜—ŽœȱŠ—ȱ‘›˜ž‘ȱŽ–Š’•ȱ–ž•’™•Žȱ’–Žœȱ
ŠȱŠ¢ǯȱȱ˜—ŸŽ›œŠ’˜—ȱŠ”Žœȱ™•ŠŒŽȱ’—ȱ’‹•Žȱœž’ŽœȱŠ—ȱ
™›Š¢Ž›ȱ ›˜ž™œǯȱ ȱ Ž˜™•Žȱ Š›Žȱ Š•”’—ȱ Š‹˜žȱ ‘Ž’›ȱ
Œ‘ž›Œ‘ǯȱȱ‘Ž¢ȱŠ›ŽȱŠ•”’—ȱŠ‹˜žȱ‘Žȱ‘’—œȱ‘Šȱ–ŠŽ›ȱ
˜ȱ‘Ž–ǯȱȱȱ’œȱŠȱŒ˜—ŸŽ›œŠ’˜—ȱŠ‹˜žȱ ‘Ž›Žȱ‘Ž¢ȱ’ȱ’—ȱ
‘Žȱ Œ‘ž›Œ‘ȱ Š—ȱ ‘˜ ȱ ‘Ž’›ȱ Š’‘ȱ ’—ȱ Žœžœȱ ‘›’œȱ
–ŠŽ›œȱŠ Š¢ȱ›˜–ȱ‘ŽȱŒ‘ž›Œ‘ǯȱ
Ž—’¢ȱ ‘’œȱ ™ŠŽ›—ȱ ˜ȱ Œ˜—ŸŽ›œŠ’˜—ȱ Š—ȱ ¢˜žȱ
’œŒ˜ŸŽ›ȱ‘Žȱ•’Ÿ’—ȱŒ˜—›ŽŠ’˜—ȱ˜ȱ‘ŽȱŒ‘ž›Œ‘ǯȱȱ˜˜”ȱ
˜›ȱ  ‘Ž›Žȱ ™Ž˜™•Žȱ Š›Žȱ Š•”’—ǯȱ ’œŽ—ȱ ˜ȱ ‘Ž’›ȱ œ˜›’Žœǰȱ
‘Ž’›ȱŒ˜—ŒŽ›—œǰȱ‘Ž’›ȱ‘˜™Žœǰȱ›ŽŠ–œǰȱŠ—ȱŒ˜–™•Š’—œǯȱȱ
’œŽ—ǰȱ Š—ȱ ¢˜žȂ••ȱ ’œŒ˜ŸŽ›ȱ ‘Žȱ Œ˜—›ŽŠ’˜—ȱ Šœȱ ’ȱ
Ž¡’œœȱ’—ȱ‘ŽȱŽ•Š’˜—œ‘’™ȱ’–Ž—œ’˜—ǯȱȱȱ
˜—›ŽŠ’˜—ȱ ’Ž—’’Žȱ ‹¢ȱ Œ˜—ŸŽ›œŠ’˜—ȱ ’œȱ
’Ž›Ž—ȱ ‘Š—ȱ ‘Žȱ ˜—Žȱ ‘Šȱ Ž¡’œœȱ ’—ȱ ™›˜›Š–œǯȱ ȱ ȱ ’œȱ
‘ŽȱŒ‘ž›Œ‘ȱ˜ȱ™Ž›œ˜—Š•ȱ›Ž•Š’˜—œ‘’™œǯȱȱȱȱ’œȱ‘ŽȱŒ‘ž›Œ‘ȱ
ŠœȱŠȱ›ŽŠ•ȱŒ˜––ž—’¢ǰȱ—˜ȱ‘Žȱ’ŽŠȱ˜ȱŒ˜––ž—’¢ǰȱ—˜ȱ

ȱ ŚŘȱ
’”’”•Žœ’ŠDZȱȱ˜•ž–Žȱ—Žȱ ˜’ŒŽœȱ˜ȱ‘Žȱ’›žŠ•ȱ˜›•ȱ

ȱ
Š—ȱ ˜›Š—’£Š’˜—Š•ȱ ™›˜›Š–ȱ ˜›ȱ Œ˜––ž—’¢ǰȱ ‹žȱ
Œ˜––ž—’¢ȱŠœȱ’ȱŠŒžŠ••¢ȱŽ¡’œœǯȱ
‘Žȱ šžŽœ’˜—ȱ ˜›ȱ ŽŸŽ›¢ȱ Œ‘ž›Œ‘ǰȱ ›ŽŠ›•Žœœȱ ˜ȱ
 ‘Šȱ œ’£Žȱ ˜›ȱ Ž—˜–’—Š’˜—ǰȱ ’œȱ ‘’œDZȱ ‘˜ ȱ ŒŠ—ȱ  Žȱ ‹›’—ȱ
‘Žȱ™Š›”’—ȱ•˜ȱŒ˜—ŸŽ›œŠ’˜—ȱ’—œ’Žȱ‘ŽȱŒ‘ž›Œ‘ǵȱȱ
˜ ȱŒŠ—ȱ
Œ‘ž›Œ‘ŽœȱŠœȱ˜›–Š•ȱ˜›Š—’£Š’˜—œȱŽ•ŽŸŠŽȱ‘Žȱ™›ŠŒ’ŒŽȱ
˜ȱ Œ˜—ŸŽ›œŠ’˜—ȱ œ˜ȱ ‘Šȱ ’ȱ ‹ŽŒ˜–Žœȱ Š—ȱ Ž—’—Žȱ ˜›ȱ
›ŽŠŽ›ȱŒ˜—›’‹ž’˜—ȱŠ—ȱ™Š›’Œ’™Š’˜—ȱ‹¢ȱ–Ž–‹Ž›œǵȱȱȱ

ȱŽŒ‘—˜•˜¢ȱ˜›ȱ˜—ŸŽ›œŠ’˜—ȱ
‘Ž—ȱ ȱ ‹ŽŠ—ȱ ˜ȱ ž—Ž›œŠ—ȱ ‘Žȱ ’ŽŠȱ ˜ȱ
Œ˜—ŸŽ›œŠ’˜—Š•ȱ ™•Š——’—ǰȱ ȱ Œ‘Š—Žȱ –¢ȱ •˜—Ȭ›Š—Žȱ
™•Š——’—ȱ Š™™›˜ŠŒ‘ǯȱ ȱ ’—Ȃȱ œ’–™•¢ȱ ’—Œ•žŽȱ –˜›Žȱ
Œ˜—ŸŽ›œŠ’˜—ǯȱ —œŽŠǰȱ ȱ Œ‘Š—Žȱ ‘Žȱ  ‘˜•Žȱ ™ž›™˜œŽȱ
˜ȱ™•Š——’—ȱŠ•˜Ž‘Ž›ǯȱȱ
›Š’’˜—Š•ȱ •˜—Ȭ›Š—Žȱ ™•Š——’—ȱ ™›˜“ŽŒœȱ
˜••˜ ȱ Šȱ œ’–’•Š›ȱ ™Š‘ǯȱ ȱ Œ˜––’ŽŽȱ ’œȱ ˜›–ŽDzȱ ‘Ž¢ȱ
Œ˜—žŒȱ›ŽœŽŠ›Œ‘ǰȱ‘Ž¢ȱ›ŽŠŒ‘ȱŒ˜—Œ•žœ’˜—œǰȱŠȱ›Ž™˜›ȱ’œȱ
 ›’Ž—ȱŠ—ȱ›ŽŒ˜––Ž—Š’˜—œȱ˜›ȱŠŒ’˜—ȱ–ŠŽȱ˜ȱ‘Žȱ
˜ŸŽ›—’—ȱ ‹˜Š›ǯȱ ȱ ˜œȱ ˜ȱ ’ȱ ’œȱ ˜—Žȱ ˜žœ’Žȱ ˜ȱ ‘Žȱ
Š Š›Ž—Žœœȱ˜ȱ‘Žȱ–Ž–‹Ž›œ‘’™ǯȱȱ‘ŽœŽȱ™›˜“ŽŒœȱŽ—ȱ˜ȱ
Š›Žœœȱ œ™ŽŒ’’Œȱ ’œœžŽœǰȱ Š—ȱ ’—ȱ Šȱ •’–’Žȱ  Š¢ȱ ŒŠ—ȱ ‹Žȱ
ŸŽ›¢ȱ‹Ž—Ž’Œ’Š•ȱ˜ȱ‘ŽȱŒ‘ž›Œ‘ǯȱ
ȱ Œ˜—ŸŽ›œŠ’˜—Š•ȱ Š™™›˜ŠŒ‘ȱ ˜ȱ ™•Š——’—ȱ ’œȱ
’Ž›Ž—ǯȱ ȱ —œŽŠȱ ˜ȱ ‹Ž’—ȱ Š—ȱ Ž¡Ž›Œ’œŽȱ ’—ȱ Š—Š•¢’ŒŠ•ȱ
ŠœœŽœœ–Ž—ǰȱ ’ȱ ’œȱ Šȱ ™›˜ŒŽœœȱ ˜ŒžœŽȱ ˜—ȱ ŠŒ’•’ŠŽȱ

ȱ Śřȱ
’”’”•Žœ’ŠDZȱȱ˜•ž–Žȱ—Žȱ ˜’ŒŽœȱ˜ȱ‘Žȱ’›žŠ•ȱ˜›•ȱ

ȱ
Œ˜—›ŽŠ’˜—Š•ȱ ’—Ž›ŠŒ’˜—ȱ ‘Šȱ •ŽŠœȱ ˜ȱ ›ŽŠŽ›ȱ
–Ž–‹Ž›ȱ ™Š›’Œ’™Š’˜—ȱ Š—ȱ Œ˜—›’‹ž’˜—ǯȱȱ
˜—ŸŽ›œŠ’˜—ȱ ’œȱ Šȱ ‹Ž’——’—ȱ ™˜’—ȱ ’—ȱ ™•Š——’—ǯȱȱ
ŽŠŽ›œȱŒŠ—ȱ˜—•¢ȱ•ŽŠȱ™Ž˜™•Žȱ ‘Ž›Žȱ‘Ž¢ȱŠ›Žȱ ’••’—ȱ
˜ȱ˜ǯȱȱȱŒ˜—ŸŽ›œŠ’˜—Š•ȱ™›˜ŒŽœœȱ’Ž—’’Žœȱ‘Žȱœ‘Š›Žȱ
Ÿ’œ’˜—ȱ‘ŠȱŠ•›ŽŠ¢ȱŽ¡’œœȱ’—ȱ‘Žȱ‘ŽŠ›œȱŠ—ȱ–’—œȱ˜ȱ
–Ž–‹Ž›œǯȱ
‘Žȱ –Ž‘˜˜•˜¢ȱ ˜ȱ Œ˜—ŸŽ›œŠ’˜—Š•ȱ ™•Š——’—ȱ
’œȱ —˜ȱ –žŒ‘ȱ ’Ž›Ž—ȱ ‘Š—ȱ Š—¢ȱ ˜‘Ž›ȱ ™•Š——’—ȱ
™›˜ŒŽœœȱ ‘Šȱ žœŽœȱ ˜Œžœȱ ›˜ž™œȱ ˜›ȱ ’œŒžœœ’˜—ǯȱȱ

˜ ŽŸŽ›ǰȱ ‘Ž›Žȱ Š›Žȱ ‘›ŽŽȱ ’–™˜›Š—ȱ Šœ™ŽŒœȱ ˜ȱ Šȱ

˜›–Š•ȱ Œ˜—ŸŽ›œŠ’˜—Š•ȱ ™›˜ŒŽœœȱ ‘Šȱ Š›Žȱ ŽœœŽ—’Š•ȱ ’ȱ Šȱ
Œ‘ž›Œ‘ȱ’œȱ˜ȱŠ’—ȱ‘Žȱ‹Ž—Ž’ȱ›˜–ȱ‘Žȱ•Š›ŽȱŠ–˜ž—ȱ˜ȱ
 ˜›”ȱ ›Žšž’›Žȱ ˜ȱ ˜›Š—’£Žȱ Šȱ ™ž›™˜œŽž•ȱ
Œ˜—ŸŽ›œŠ’˜—ǯȱ
ȱ’œȱ’›œȱ’–™˜›Š—ȱ˜ȱž—Ž›œŠ—ȱ‘Šȱ‘˜ ȱ¢˜žȱ
™•Š—ȱ ’œȱ ‘˜ ȱ ¢˜žȱ ’–™•Ž–Ž—ǯȱ —ȱ ˜‘Ž›ȱ  ˜›œǰȱ ‘Žȱ
–˜–Ž—ȱ¢˜žȱ‹Ž’—ȱ˜ȱ™•Š—ȱ’œȱ‘Žȱ–˜–Ž—ȱ¢˜žȱ‹Ž’—ȱ
˜ȱ ’–™•Ž–Ž—ǯȱ ‘Ž›Ž˜›Žȱ ’ȱ ¢˜žȱ  Š—ȱ ™Š›’Œ’™Š’˜—ȱ
¢˜žȱ–žœȱ’—Ÿ’Žȱ™Š›’Œ’™Š’˜—ȱ’—ȱ¢˜ž›ȱŽœ’—ȱ™›˜ŒŽœœǯȱ
‘ŽȱœŽŒ˜—ȱ”Ž¢ȱ’œȱ˜ȱŽ¡™Š—ȱ‘Šȱ™Š›’Œ’™Š’˜—ȱ
‹¢ȱ’—Ÿ˜•Ÿ’—ȱ–˜›Žȱ™Ž˜™•Žȱ’—ȱ‘Žȱ™›˜ŒŽœœǯȱ‘ŽȱœžŒŒŽœœȱ
˜ȱŠȱŒ˜—ŸŽ›œŠ’˜—Š•ȱ™•Š——’—ȱ™›˜ŒŽœœȱ’œȱŽ™Ž—Ž—ȱ˜—ȱ
™Š›’Œ’™Š’˜—ǯȱ ȱ ȱ Œ˜––’ŽŽȱ  ˜›”’—ȱ Š•˜—Žȱ
›Ž™›ŽœŽ—œȱŠȱœ–Š••ȱ™Ž›ŒŽ—ŠŽȱ˜ȱŠȱŒ˜—›ŽŠ’˜—ǯȱȱ‘Žȱ
’›œȱ œŽ™ȱ ‘Ž—ȱ ’œȱ ˜ȱ ›ŽŒ›ž’ȱ ‘˜œȱ ŽŠ–œȱ Š—ȱ

ȱ ŚŚȱ
’”’”•Žœ’ŠDZȱȱ˜•ž–Žȱ—Žȱ ˜’ŒŽœȱ˜ȱ‘Žȱ’›žŠ•ȱ˜›•ȱ

ȱ
ŠŒ’•’Š˜›Ȧ›ŽŒ˜›Ž›ȱ ŽŠ–œȱ ’—ȱ ˜›Ž›ȱ ˜ȱ ‹›˜ŠŽ—ȱ ‘Žȱ
‹ŠœŽȱ˜ȱ™Š›’Œ’™Š’˜—ǯȱ
ȱ ¢™’ŒŠ•ȱ –ŽŽ’—ȱ ‘Šœȱ Šȱ ‘˜œȱ Š—ȱ Šȱ Œ˜Ȭ‘˜œǯȱ
‘Ž¢ȱ ™Ž›œ˜—Š••¢ȱ ’—Ÿ’Žȱ ŞȬŗŖȱ ™Ž˜™•Žȱ ˜ȱ Œ˜–Žȱ ˜ȱ ‘Žȱ
‘˜œœȂȱ ‘˜–Žȱ ˜›ȱ ˜ȱ ‘Žȱ Œ‘ž›Œ‘ǯȱ ȱ ȱ ŠŒ’•’Š˜›Ȧ›ŽŒ˜›Ž›ȱ
ŽŠ–ȱŒ˜–Žœȱ˜ȱ‘Žȱ–ŽŽ’—ȱŠ—ȱ•ŽŠœȱ‘Žȱ™Š›’Œ’™Š—œȱ
‘›˜ž‘ȱ Šȱ ’œŒžœœ’˜—ȱ ˜ȱ Šȱ œŽȱ ˜ȱ šžŽœ’˜—œȱ ‘Šȱ ‘Žȱ
•Š——’—ȱ˜––’ŽŽȱ‘ŠœȱŽŸŽ•˜™Žȱ’—ȱŠŸŠ—ŒŽǯȱȱ‘Žȱ
šžŽœ’˜—œȱŠ›Žȱ˜™Ž—ȬŽ—Žǰȱ’—Ž—Žȱ˜ȱŒ›ŽŠŽȱ’Š•˜ǯȱȱ
‘Žȱ ›ŽŒ˜›Ž›ȱ  ›’Žœȱ ˜ —ȱ ‘’œȱ ’—Ž›ŠŒ’˜—ȱ Š—ȱ
›Ž™˜›œȱ ž—Ž’Žȱ Œ˜––Ž—œȱ ˜ȱ ‘Žȱ •Š——’—ȱ
˜––’ŽŽǯȱ ȱ ŽŽ’—ȱ ›Ž™˜›œȱ Š›Žȱ Œ˜–™’•Žȱ ˜›ȱ
›ŽŸ’Ž ǯȱ
‘Ž›Ž˜›Žǰȱ ’ȱ ¢˜žȱ ™•Š—ȱ ˜›ȱ śŖȱ ˜ȱ ŗŖŖȱ –ŽŽ’—œǰȱ
¢˜žȂ••ȱ —ŽŽȱ ‘Žȱ ˜••˜ ’—ȱ ™Š›’Œ’™Š’˜—DZȱ œ’¡ȱ ˜ȱ Ž—ȱ
Œ˜––’ŽŽȱ –Ž–‹Ž›œDzȱ ŗŖŖȬŘŖŖȱ ‘˜œœȦŒ˜‘˜œœDzȱ śŖȬŗŖŖȱ
ŠŒ’•’Š˜›Ȧ›ŽŒ˜›Ž›œǰȱ™•žœȱ‘Žȱœž™™˜›ȱ˜ȱœŠȱŠ—ȱ‘Žȱ
˜ŸŽ›—’—ȱ‹˜Š›ǯȱȱ‘Žȱ›Žœž•ȱ’œȱŞŖŖȱ˜ȱŗŖŖŖȱ–Ž–‹Ž›œȱ
™Š›’Œ’™Š’—ȱ ’—ȱ Šȱ ™›˜ŒŽœœȱ ‘Šȱ œŽœȱ ‘Žȱ ˜Œžœȱ ˜›ȱ ‘Žȱ
žž›Žǯȱ
˜˜›’—ŠŽȱ ‘Žȱ ™•Š——’—ȱ ™›˜ŒŽœœȱ  ’‘ȱ
Ž••˜ œ‘’™ȱ œ™ŽŠ”Ž›œǰȱ ž—Š¢ȱ œŒ‘˜˜•ȱ Œ•ŠœœŽœȱ Š—ȱ
œŽ›–˜—ȱ ˜™’Œœǰȱ Š—ȱ ¢˜žȱ ‘ŠŸŽȱ Šȱ ŽŒ‘—˜•˜¢ȱ ‘Šȱ
’—Ž›ŠŽœȱŒ˜—ŸŽ›œŠ’˜—ȱ’—ȱŠ••ȱŠœ™ŽŒœȱ˜ȱ‘Žȱ•’Žȱ˜ȱ‘Žȱ
Œ‘ž›Œ‘ǯȱȱȱ

ȱ Śśȱ
’”’”•Žœ’ŠDZȱȱ˜•ž–Žȱ—Žȱ ˜’ŒŽœȱ˜ȱ‘Žȱ’›žŠ•ȱ˜›•ȱ

ȱ
ȱ ‘’›ȱ ”Ž¢ȱ ˜ȱ ‘Žȱ ™›˜ŒŽœœȱ ’œȱ ‘˜ ȱ ‘Žȱ
•ŽŠŽ›œ‘’™ȱ ˜ȱ ‘Žȱ Œ‘ž›Œ‘ȱ ›Žœ™˜—œȱ ˜ȱ  ‘Šȱ ’œȱ œŠ’ǯȱȱ
‘Žȱ ˜Š›ȱ —ŽŽœȱ ˜ȱ ›Žœ™˜—ȱ ’—ȱ ’œȱ ›Ž™˜›ȱ ‹¢ȱ œŠ¢’—ǰȱ
ȃŽȱ ‘ŽŠ›ȱ ¢˜žȱ •˜žȱ Š—ȱ Œ•ŽŠ›ǯȱ —ȱ ›Žœ™˜—œŽǰȱ  Žȱ Š›Žȱ
˜’—ȱ˜ȱŠ”Žȱ‘Žȱ˜••˜ ’—ȱŠŒ’˜—œǯȄȱ
‘Ž—ȱ‘Žȱ˜Š›ȱ›Žœ™˜—œȱŠ’›–Š’ŸŽ•¢ȱ˜ȱ‘Žȱ
Œ˜—›ŽŠ’˜—Ȃœȱ Œ˜—ŸŽ›œŠ’˜—ǰȱ ’ȱ ŸŠ•’ŠŽœȱ –Ž–‹Ž›œȂȱ
™Š›’Œ’™Š’˜—ȱ’—ȱ‘Žȱ•’Žȱ˜ȱ‘ŽȱŒ‘ž›Œ‘ǯȱȱ‘Ž›Ž˜›Žǰȱ’ȱ’œȱ
’–™˜›Š—ȱ‘Šȱ‘Žȱ˜Š›Ȃœȱ›Žœ™˜—œŽȱ’œȱ—˜ȱ“žœȱŠ‹˜žȱ
‘Ž’›ȱŠŒ’˜—œǰȱ‹žȱŠ—ȱ’–™•Ž–Ž—Š’˜—ȱ™•Š—ȱ˜›ȱ›ŽŠŽ›ȱ
–Ž–‹Ž›ȱ™Š›’Œ’™Š’˜—ǯȱ

‘Žȱžž›Žȱ˜ȱ˜—ŸŽ›œŠ’˜—ȱ
˜—ŸŽ›œŠ’˜—ȱ ’œȱ ‘Žȱ •’ŽȬ‹•˜˜ȱ ˜ȱ Œ˜––ž—’¢ǯȱȱ
ȱ ’œ—Ȃȱ  ‘Šȱ ‘Š™™Ž—œȱ ˜ȱ ’••ȱ ‘Žȱ œ™ŠŒŽȱ ‹Ž ŽŽ—ȱ
ŠŒ’Ÿ’’Žœǰȱ ’ȱ ’œȱ ‘˜ ȱ  Žȱ Œ˜——ŽŒȱ  ’‘ȱ ˜—Žȱ Š—˜‘Ž›ǯȱȱ
˜—ŸŽ›œŠ’˜—ȱ ’œȱ ‘˜ ȱ ˜ȱ œ™ŽŠ”œȱ ˜ȱ žœȱ Š—ȱ ‘›˜ž‘ȱ
žœǯȱȱȱ’œȱ‘Žȱ–˜œȱž—Š–Ž—Š•ȱŽ¡™Ž›’Ž—ŒŽȱ˜ȱ‘ž–Š—ȱ
Œ˜––ž—’¢ǯȱ
˜—ŸŽ›œŠ’˜—ȱ ’œȱ Šȱ Œ˜––ž—’ŒŠ’˜—ȱ ŽŒ‘—˜•˜¢ǯȱȱ
ȱ Ž—‘Š—ŒŽœȱ Š••ȱ ‘Žȱ ˜‘Ž›ȱ ˜›–œȱ ˜ȱ Œ˜––ž—’ŒŠ’˜—ȱ
‘Šȱ  Žȱ žœŽȱ ’—ȱ ‘Žȱ Œ‘ž›Œ‘ǯȱ ȱ ˜—ŸŽ›œŠ’˜—ȱ ’œȱ ‘˜ ȱ  Žȱ
›Š—œ•ŠŽȱ ‘Žȱ Š‹œ›ŠŒȱ Œ˜—ŒŽ™œȱ ˜ȱ ‘Ž˜•˜¢ȱ ’—˜ȱ ‘Žȱ
œ™’›’žŠ•ȱ ’œŒ’™•’—Žœȱ Š—ȱ ™›ŠŒ’ŒŽœȱ ‘Šȱ ‹›’—ȱ •’Žȱ ˜ȱ
‘ŽȱŒ‘ž›Œ‘ǯȱȱȱ

ȱ ŚŜȱ
’”’”•Žœ’ŠDZȱȱ˜•ž–Žȱ—Žȱ ˜’ŒŽœȱ˜ȱ‘Žȱ’›žŠ•ȱ˜›•ȱ

ȱ
˜—ŸŽ›œŠ’˜—ȱ’œȱ–˜›Žȱ‘Š—ȱŠ•”DZȱȱ’œȱ•’œŽ—’—ǰȱ
›Žœ™˜—’—ǰȱ Š—ȱ ŠŒ’—ȱ ’—ȱ ›Žœ™˜—œŽǯȱ ˜—ŸŽ›œŠ’˜—ȱ ’œȱ
‘Žȱ Œ‘ž›Œ‘ȱ Šœȱ Œ˜––ž—’¢ǰȱ Šœȱ  Žȱ ›ž•¢ȱ •’ŸŽȱ ’—ȱ
›Ž•Š’˜—œ‘’™ȱ  ’‘ȱ Žœžœȱ ‘›’œǯȱ ’—Š••¢ǰȱ Œ˜—ŸŽ›œŠ’˜—ȱ
’œȱ  ‘Ž›Žȱ  Žȱ ’œŒ˜ŸŽ›ȱ ˜Ȃœȱ •˜ŸŽȱ Š—ȱ ŒŠ••ȱ ˜›ȱ ˜ž›ȱ
•’ŸŽœǯȱ

ȱ
ȱ
ȱ
ȱ

ȱ Śŝȱ
WIKIKLESIA Vol. 1:
Voices of the Virtual World:
Participative Technology and Ecclesial Revolution

is now available at www.lulu.com/wikiklesia

Chapter Titles, Abstracts and Author bios are available at

http://wikiklesia.wikidot.com/chapter-titles

Audio files are now available at

http://wikiklesia.wikidot.com/volume-one-audio (password: PA3)

Flash animated cover art is here (3MB)

www.cynesthetic.com/wiki.html
Dr. Ed Brenegar
Circle of Impact Leadership Guide Services
Community of Leadership, LLC
210 Wood Dale Drive Hendersonville, N.C. 28791
828/275-1803 + ed@edbrenegar.com
http://edbrenegar.typepad.com “Inspiring Leadership Impact”

Introduction
We are living in times of transition. Whether in our
personal lives, with our families, in our businesses,
churches or communities, we are living through a time of
great change. Learning to adapt to these changes requires
us to be clear about our purpose, the values that give
strength to our work and relationships, and how we can
make a difference that matters.

As an organizational consultant and life/work guide, I work

with people to gain a clear, strategic perspective for living
in a time of transition. My work is conducted in conversation with people and groups.
Together, we assess current situations, evaluate problems and plan for the future.
Each project is unique and designed to meet the specific needs of the client.

Consultation & Planning

Circle of Impact Leadership Guide Service
Conversational Planning for Congregations

Presentations & Workshops

Leading Through Times of Transition: Making a difference that matters in a world of
change
Say Thanks Every Day: The Power of Gratitude in Life and Work
The Stewardship of Saying Thanks Every Day: A Workshop on The Power of Gratitude
for Transforming Congregation Stewardship programs

Biographic Sketch
As a graduate of the American Studies program at the University of North Carolina at Chapel
Hill, I learned to see how our connections with people affect our perception of who
we are and the work we do. Following a ministerial degree from Gordon-Conwell
Theological Seminary in Massachusetts, as an ordained minister in the Presbyterian
Church USA, I served churches and in higher education. A doctoral degree in
leadership and ethics from Pittsburgh Theological Seminary provided me an

Dr. Ed Brenegar Resume 1

understanding of leadership, organizations and personal calling that ultimately led to
the formation of Circle of Impact Leadership Guide Services.

For a decade and a half I have worked with a wide diversity of clients to help them
make a difference as leaders in their businesses, organizations and communities. The
Circle of Impact model of leadership developed from conversations with clients and
colleagues as we explored the meaning of
leadership today. There is a dynamic
interaction between three dimensions of Ideas,
Relationships and Social & Organizational
Structures. Seeing this perspective provides
clarity and direction for the future.

I offer leadership team development and

planning consultation for leaders and their
organizations, and executive life/work coaching
for individuals and business partnerships. I am
the founder of the Say Thanks Every Day social
network that focuses on the transformative power of gratitude. I offer church
Stewardship training and consultant focus through The Stewardship of Saying Thanks
Every Day program. As a member of the Collaborative Solutions Group, I serve wealth
management firms and their clients as a Trusted Advisor through my role as a
life/work coach. I am a member an Asheville-based charitable leadership training
event group, Lessons in Leadership. I am a writer, speaker and facilitator. My weblog,
Leading Questions, is ranked #44 in the Top 150 Leadership and Management Blogs as
determined by Noop.NL. I write the Leadership Q&A and Work Life Lead columns for
the online journal Weekly Leader.

Contact Information
Email ed@edbrenegar.com
Phone 828/275-1803
Online Presence
Leading Questions weblog http://edbrenegar.typepad.com
Say Thanks Every Day social network http://saythankeveryday.ning.com
Weekly Leader columns http://weeklyleader.net
Social Media Connections
Facebook http://www.facebook.com/edbrenegar
Twitter http://twitter.com/edbrenegar
LinkedIn http://www.linkedin.com/in/edbrenegar

I welcome the opportunity to begin the conversation that can make a difference that
matters to you. Thank you very much.
Ed Brenegar

Dr. Ed Brenegar Resume 2

 Dr. Ed Brenegar
REFERENCES
Mr. Dick Bobb Mr. Mark T. Maund
Retired Executive / Advisor Founder, Collaborative Solutions Group
2016 Hebron Road Principal, CB&H Wealth Management
Laurel Park, N.C. 28739 Services 1029 Greene Street (30901)
828/697-2521 P. O. Box 2247 Augusta, GA 30903
706/724-3557 Ext. 165

Mr. Tom Campbell

President Ms. Meridith Elliott Powell
Presbyterian Home for Children Colleague
80 Lake Eden Road Coach, Speaker, Business Development
Black Mountain, N.C. 28711 Expert
828/686-3666 MRP Profit Strategies
359 Dingle Creek Lane
Asheville, NC 28803
Ms. Anne Ginther 828/243-3510
President
RandomKid
725 Southfork Drive Mr. Joshua Robinson, PE
Waukee, IA 50263 Client / Professional Engineer
612/210-9952 BurnsRobinson, PC
184 E. Chestnut Street, Suite 5
Asheville, NC 28801
Mr. John A. Locke (828) 505-7552
Director of Philanthropic Initiatives
Mission Healthcare Foundation
980 Hendersonville Road, Suite C.
Asheville, NC 28803
828/213-1145

Dr. Ed Brenegar Resume 3

 Dr. Ed Brenegar
RECOMMENDATIONS

Following a tumultuous period in both our industry and Company, one of my first
orders of business in the role of CEO was to develop a “bottoms-up” set of core values
for our Company so that it would be clear to our employees and stakeholders what
DPL stood for going forward. … Dr. Brenegar helped lead a team of employees from
various ranks within our organization, both union and management, through a
challenging journey that resulted in a set of values that have been universally well
received throughout our Company. His approach coupled with his understanding of
team dynamics allowed for every member of the team to contribute in a positive
manner and assume ownership of the end product. This is evident by the fact that the
team has not only requested but demanded to stay intact to see the deployment
phase of the process through. Through his guidance, the team itself has become the
best example of what this organization can achieve.
Paul Barbas
CEO, Dayton Power & Light, Ohio

I have worked with Ed for almost 3 years. We brought him into the company to help
facilitate a corporate values statement. In this engagement, Ed developed a plan that
included bringing a group of individuals together (at all levels, union and
management, diverse), creating a foundational understanding of corporate values;
facilitating discussions, focus groups and interviews to gain insight on what values we
wanted to embrace; and developing implementation plans to roll out these values.
The process and results could not have been better and Ed gained the confidence,
appreciation and trust of the team and executives. This trust and confidence helped
Ed navigate through some choppy waters at times. Because of his great work on this
engagement we brought him back to be a coach for our executive team to help us
build stronger and more effective relationships across the team. Ed's candor,
expertise and ability to work well with the executive team helped us achieve stronger
relationships and higher performance as a team. Ed is great to work with, is
extremely customer focused, and appropriately uses technology to support his work.
No question that we got great value from Ed and his results exceeded our
expectations.
Daniel McCabe
SVP and Chief Administrative Officer, Dayton Power & Light, Ohio

I recommend Dr. Ed Brenegar for consideration as a Leadership expert and consultant.

I hired Ed to conduct a session called; "Managing Change when the Future is
Unknown." This was a webinar session for over 250 Gannett managers. The exit survey
results indicated the timeliness and relevance of the difficulty topic. Bottom-line, Ed
did an excellent job for us and I offer him a strong recommendation.
Virgil Smith
Vice President/Talent Management, Gannett Co., Inc., Virginia

Dr. Ed Brenegar Resume 4

Ed led our church, First Presbyterian of Natchez, Mississippi, through a leadership
development process that resulted in the transformation of our entire congregation as
we created a vision for the future. We are now moving quickly through many of the
implementation phases as a result of the attitudinal and self awareness changes that
occurred through the process. Confidence and clarity of direction were the end result.
Ed brings to his engagements the creativity, experience and personality to effectively
design a development process that is uniquely suited to the client organization and its
leadership.
Bazile Lanneau Jr
Elder, First Presbyterian Church, Natchez, Mississippi

The Presbytery of Charlotte, a large regional body of the Presbyterian Church

(U.S.A.), has brokered Ed Brenegar's services with several congregations needing
strategic planning, organizational change, leadership development, and conflict
management. As overall leader of the Presbytery, I have valued the accuracy,
thoroughness, and long-term validity of Ed's consultations.
Rev. Sam Roberson
General Presbyter, Charlotte Presbytery,
Presbyterian Church USA, Charlotte, N.C.

We hired Ed to assist our large church in performing a assessment of our organization

and programs. Ed took us through a very defined and organized process which
gathered information from the various groups within the church using various
techniques. Ed was able to filter the results into a very succinct report with
actionable recommendations. He also jump started the implementation by leading a
workshop with our leadership focused on the recommendations. We would definitely
utilized Ed's services again in the future.
Martin Metzker
Elder, Davidson College Presbyterian Church, Davidson, N.C.

Ed, you empower all of us. We realized the other day that you do for us what we do
for kids. You are taking us through the steps of becoming something we seek to be.
And after we are able to do it once with your expert guidance, we will be able to do
it as many times as we desire to. You just simply touch us in a thousand ways. You
network in powerful, multidimensional ways-- people to people; ideas to people;
experiences to people; messages to people THANK YOU for this amazing gift.
Dana Leman, Board member, RandomKid, Iowa

I've never been a part of an executive retreat where we went from abstract concepts
to a clear action plan with such ease and so effectively. It was really exciting.
John McKey, President, McKey Communications, Florida

Dr. Ed Brenegar Resume 5

 A SAMPLE OF CLIENTS SERVED: 2005-2010

For-profit Organizations
• Advantage Mechanical Solutions, Greenville, S.C.
• Asheville Anesthesia Associates, Asheville, N.C.
• B.B.Barns Garden Center, Asheville, N.C.
• Bourne Media, Asheville, N.C.
• BurnsRobinson Engineers, Asheville, N.C. & Sumter, S.C.
• Collaborative Solutions Group of Cherry, Bekaert & Holland, Augusta, Ga.
• Dayton Power & Light, Inc., Dayton, Ohio - A 2009 Forbes Magazine100 Most Trustworthy
Company
• Gannett Co., Inc., Talent Management, McLean, Va.
• The Blue Oak Group, Charleston, S.C.

Churches served
• Covenant Presbyterian Church, Charlotte, N.C.
• Davidson College Presbyterian Church, Davidson, N.C.
• First Presbyterian Church, Asheville, N.C.
• First Presbyterian Church, Boone, N.C.
• First Presbyterian Church, Monroe, N.C.
• First Presbyterian Church, Natchez, Ms.
• Jamestown Presbyterian Church, Jamestown, N.C.
• Myers Park Presbyterian Church, Charlotte, N.C.
• Newland Presbyterian Church, Newland, N.C.
• Trinity Presbyterian Church, Charlotte, N.C.
• Tryon Presbyterian Church, Tryon, N.C.

Non-Profit and Public organizations

• Buncombe County Medical Society, Asheville, N.C.
• Hospice of Avery County /Avery County Partnership for People at the End of Life, Newland,
N.C.
• Leadership and Service-Learning Program, University of North Carolina at Greensboro,
Greensboro, N.C.
• North Carolina State Bureau of Investigation, Western District, Asheville, N.C.
• OnTrack Financial Education and Counseling, Asheville, N.C.
• Presbyterian Home for Children, Black Mountain, N.C.
• Richmond County / Anson Community Hospice, Rockingham, N.C.
• Roan Scholars, East Tennessee State University, Johnson City, TN.
• Tennessee Association of Realtors, Nashville, TN.
• Presbytery of Salem, Presbyterian Church USA, Clemmons, N.C.
• U-Lead program, University of North Carolina at Asheville, Asheville, N.C.
• United Way of Asheville and Buncombe County, Asheville, N.C.

Community/Volunteer Service
• Chair, Stewardship Committee, Presbytery of Western North Carolina, PCUSA
• Board of Directors, RandomKid, Waukee, IA.
• Lessons-in-Leadership Charitable Leadership Training Events, Asheville, N.C.
Core Group Member / Workshop Group Coordinator
• Scoutmaster, Troop 628, Terrora District, Daniel Boone Council, Boy Scouts of America,
Hendersonville, N.C.

Dr. Ed Brenegar Resume 6