Actually, I don’t know. There are plenty of people in church leadership roles who are kind and friendly and well-educated. But they are not strong leaders.
It’s an awkward conversation when a Church Personnel Committee asks me how they can bolster their pastor’s ability to lead. And I’m talking about Collaborative Leadership here, not Dictatorial Leadership. A good leader casts a vision that resonates with the congregation because they share an expressed common goal.
While I don’t know how to measure good leadership, I’m concerned about the Pastor’s leadership strengths when I see situations like these:
- The Music Director has been a bully through the last two pastorates. Pastor A was intimidated and allowed the Music Director to control every aspect of worship. And then Pastor B tried to build a coalition through a whisper campaign to sabotage the Music Director. A true leader addresses what needs to change for the church to be healthy. If those changes cannot happen with the current Music Director, they will need to be replaced. It’s not personal; it’s about having a healthy church staff.
- A wealthy family makes a large annual donation to the church only to then control the budget so that the donation is laundered through the church books to benefit the givers. If confronted, this family might take their money and leave the congregation. That would be their choice. But no longer is the church involved in fraud. (Note: what unethical/illegal things are we willing to do to keep bullies happy?)
- The congregation is divided about the sale of a piece of church land. One side wants to sell to the highest bidder ensuring many generations of financial security. The other side wants to sell under market rates to an organization that will build affordable housing on the property. The Church is at a standstill – and has been for years. A decision to do nothing is a decision. This is a great opportunity for the Pastor to remind the congregation who they are and what their mission is – not in a way that shames and blames one side, but in a way that brings people together. Note: there will always be a group of members who are unhappy and they might leave. God be with them.
- There is a church staff of five and nobody’s on the same page. They rarely meet as a team and they each have their own priorities. They sabotage each other if given the chance. The Head of Staff is responsible for cultivating a culture of staff unity and common practices. We don’t keep secrets from each other (unless there are legal ramifications that require such confidentiality.) We give each other credit for their ideas. We do not tolerate staff bullying.
Do you see a theme here? Good leaders are unafraid of conflict. Good leaders lovingly coach other leaders. Good leaders create a culture of trust and health.
We need more good leaders.
How can we encourage Pastors to develop their leadership skills? Pastors – listen when the Personnel Committee suggests you get a coach and ask hard questions like, “Can you share examples of times when I could have been a better leader?” And then concede that you can and will do better. And thank them for being brave enough to give helpful feedback.
Show me a congregation with excellent leaders – from the Pastors to the Elders to the Support Staff – and I’ll show you a thriving church.
A Church for Starving Artists 