[Note: Ken McFayden, Richard Boyce and I are teaching Transitional Ministry Training this week in Charlotte and writing a fresh post is not going to happen today. Here’s one from 2013 that might be appreciated, especially if your congregation is searching for new leadership.]
Dear Pastor Search Committee,
The truth is that you are the most important committee in the church. Your choices will impact the future of your congregation for the rest of that congregation’s life.
No pressure or anything. But here’s the good news: God wants to direct you. Your job is to discern and listen and then act in faith, not in fear.
Having said this, I get that you don’t want denominational staffers to tell you what to do, but there might be some insights that we can contribute as entities who do this All The Time. You don’t have to take this guidance, but honestly, we want you to have the best pastor possible and these tips will help. You can find this out now or you can find this out later. So please consider the following:
- For the love of God, please don’t judge pastors by their gender, hair style, skin color, accent, age, or (even) education. Maybe she went to the local community college for a really good reason. Maybe he studied at Harvard but he’s a jerk. Perhaps they have fabulous hair, but they also have the pastoral skills of a carrot. Maybe she won preaching awards but she’ll stab you in the back. Maybe he’s quirky and yet there is a holy aura about him. I’ve written about pulpit candy before in this blog. Don’t choose pulpit candy.
- If you consider yourselves to An Amazing Church, congratulations. But do not assume that all candidates believe you are all that. If you come off as arrogant (“If we should deign to call you . . .“), if you believe that everyone will be clamoring to be your pastor, if you believe great candidates will come to you – beware. The candidate you really want is not that shallow.
- If you consider yourself to be a church with little to offer, stop it. You deserve a strong pastor. Keep in mind that your community needs a shepherd who will teach you how to make disciples and love people. Don’t settle for someone without the energy to serve you well.
- If several candidates have turned you down, stir up the courage to have someone contact the former candidates and ask what you could have done better. Make it clear that you truly want to learn how you could be more hospitable, transparent, authentic. And listen to those comments.
- Give people space and yet keep them informed. Don’t interview somebody and then fail to be in touch for a month. Acknowledge receiving their resumes. And when they come into town, do not insist they look at certain neighborhoods while simultaneously offering a salary package that makes that neighborhood out of their financial reach.
- Tell the truth. Don’t hide skeletons. Don’t forget to mention the misconduct of your former pastor or the full financial picture of the congregation. It will not be pretty – or fair – when your new pastor finds out the truth the week after her/his installation.
- Don’t rush. It’s better to have no pastor than have a pastor who’s a terrible match.
Your congregation deserves a pastor who will understand you, love you, lead you, admonish you, and challenge you. Pray for that person. Your next pastor is out there but it might take a while for you to find each other.
Grace and peace, Jan