Placement Reflections Feed

Churchill on writing books

2010-08-30T15:20:00.000-05:00

Winston Churchill once said that writing a book goes through five phases. In phase one, it is a novelty or a toy. But by phase five, it becomes a tyrant ruling your life. And just when you are about to be reconciled to your servitude, you kill the monster and fling it into the public.
~Jim Collins and Jerry Porras, Built to Last (New York: Harper Collins, 2002), p.ix.

I resonate with that quote so strongly, especially because, at this point in the brief history of my life, I am at phase five with one book and close to it (probably phase 4.9) with another.

Most of my 10s of readers (are you still there?) know that I've long been working on a book on the process of transition from seminary to ministry. Lord willing, this November that book will be released by Doulos Resources; From M.Div. to Rev.: making an effective transition from seminary into pastoral ministry is about 90% complete, and I'm earnestly hopeful that I might finish the manuscript in the next month.

You may also be aware that, a few years ago, I realized that I needed to carve a section out of that manuscript and use it to form a separate book on surviving and thriving in seminary. It wasn't very long after that point that I came in contact with Mark Warnock, who writes a blog entitled Seminary Survival Guide. We quickly figured out that we should combine our efforts to fight the powers of evil, and we began to hammer out a hybrid of our collective work into what is now taking shape as a book. We're still working on a title, but we're considering Mastering Divinity (and Other Myths): a seminary survival guide.

Soon I will fling the beasts out into the public! Get ready...

Things to Pray for during Transition

2010-08-09T11:31:00.000-05:00

Pray that God would lead you in your search. Pray for wisdom and discernment. Pray that He would grant you awareness of key factors for your decisions. Pray that your priorities would be rightly aligned with His for your particular calling. Pray for clarity, and that He would make straight your path to fulfilling your calling in service to His church and Kingdom.
Pray that God would lead the search teams you have interacted with. Pray that they would be wholly submissive to His will and leading. Pray for their hearts to be made ready to follow the pastor He would call to them. Pray that He would give them wise and discerning insight into the candidates they are considering. Pray for the information that they need to make careful decisions to come to light quickly and clearly. Pray for their endurance through the search process. Pray that God would fill their pastoral needs in the timing of His will— and pray that His timing would be speedy!
Pray that God would protect your heart from discouragement and fatigue. Pray for Him to prepare you for the reality of rejection. Pray that you would be able to see His work of protection in those opportunities that tell you that you are not the right fit. Pray that God would protect your heart from bitterness and disappointment. Pray for God to raise up friends and supporters around you who will buoy your spirits and refresh your commitment to your calling. Pray that you would be able to press on when the search has become long and your endurance is tested.
Pray that God would protect your heart from a competitive spirit. Pray for earnest hope and expectation both for yourself and for your friends who are also seeking placement. Pray that you would know how to love and support one another through the season of candidacy that you will all face together. Pray that you would be able to rejoice with those who find placement before you do, and that others would rejoice in your placement in spite of their own lack of it. Pray for God to overcome on your behalf those temptations to envy, jealousy, and slandering of others in your heart and mind.
Pray that God would shepherd His flock well during the difficult seasons of transition they are encountering. Pray that the churches that you have encountered who are seeking a pastor would be sustained by God’s grace, and would weather the season of transition in a healthy manner. Pray for the members of the congregations to be made ready for their new pastor. Pray that God would tend and care for them through the leaders that are present, as well as through sister congregations and others who may come alongside them during this season. Pray for their patience and perseverance through a time of unknown and uncertain future.
Pray that God would make you ready for transition into ministry. Pray that the remaining weeks/months/semesters that you have in seminary would be useful for your pastoral preparation. Pray for your spiritual health and maturity to be well-founded and grounded in His grace, mercy, and love. Pray that you would gain the knowledge you need, as well as the experience, wisdom, and love to lead a congregation or ministry well in the capacity to which you will be called. Pray that He would prepare you (and your family) for the joys, difficulties, successes, and trials that lay before you in your calling to ministry.

These are just starting points. You might add more than double to this list, or it may be sufficient for sustaining your prayer life with regard to transition. And there are many other needs in your life to pray for— many of which, you alone will know. Nevertheless, it is my prayer that these suggestions will be nourishment to your soul through transition.

A narrow window?

2010-07-10T00:00:00.000-05:00

While I was at the PCA's General Assembly, I had opportunity to spend time with a number of pastors who were either in transition or preparing to enter into it. One interesting fact arose: the perception of a narrow window.

Three of the men I spoke with indicated that they felt they were facing a barrier because they were "older" -- which, in these cases, translated into somewhere in their 50s -- and that it seemed like many churches might not consider a pastor who was of that age for a solo or Senior Pastor position. My sense is that this concern was based on at least nominal exposure to hesitation about this on the part of one or more search committees.

At the same time, my own experience (and that of others I've known) is that "younger" men (maybe early 30s or younger?) are also often overlooked for such positions.

I have guesses about why these false barriers are there: for the "younger" men, there is concern or even a fear of a lack of experience and/or lack of wisdom or spiritual maturity; for the "older" men, there is concern about approaching retirement and/or age bringing on health problems.

While neither concern is entirely unfounded, I want to push back against those and encourage both pastors and search committees alike:

[Younger] Lack of experience and/or spiritual maturity are factors at any age; isn't it far better to consider the man, and not necessarily his age?
[Younger] How much of your concern is based on your own experiences at that age? In other words, are you evaluating a candidate by age simply by thinking, "I wouldn't have been able to be a solo/Senior Pastor when I was that age"? If this is so, isn't it possible that your experiences might be the exception instead of the rule?
[Older] Are you basing your assumptions about retirement age on the model of the business world, rather than of the pastorate? Is it reasonable to assert that, because our culture assumes retirement between the ages of 62 and 67, pastors will also retire then? Have you asked yourself whether pastors (or anyone else, for that matter) should retire at that age?
[Older] What basis do such assumptions about age and health have? Does the fact that, in general, pastors tend to be healthier than other demographics (due to lifestyles of moderation, stability, and good mechanisms for coping with stress) mitigate your concerns at all?

Anecdotally, I know several Senior Pastors of churches that are in their mid-30s or younger, who are incredibly capable. I also know a number of pastors who have served ably and actively into their 70s. In my experience, I haven't found age to be a valuable primary consideration.

One more comment in defense of my colleagues mentioned on the outset, whose maturity and "older" age seems to be a liability: were I on a search committee, several things would stand out in favor of such men. Most have experience, wisdom, and spiritual maturity that is the fruit of many years of ministry. If they have children, the children are often grown and are either adults or approaching adulthood-- which means that their family may not require a salary that can support multiple young children. They also will have paid off education loans, and will have established some equity in their homes. While financial matters ought not be the primary driving force, these factors add up to a compelling picture.

Spiritual preparation for an interview weekend

2010-06-30T17:28:00.000-05:00

The most important preparation you can make— throughout the process, but especially at the point of getting ready for an interview visit/weekend— is spiritual preparation. Because of the nature of the interview process, there are two dimensions to this: ministry preparation, and personal/candidacy preparation.
First, remember that you will be in-residence as a minister to the people you are with during your interview weekend. They are sinners in need of God’s grace, broken and wounded, growing in their faith and knowledge of God, and being increasingly bound together as His body. Therefore, you must begin beforehand to pray for them— by name, as much as possible. You must prepare well for whatever lessons, sermons, or other preaching/teaching opportunities you will have. You should consider what you know of their circumstances and recent history, and marshall the pastoral knowledge and wisdom that you have for that context.
You also have preparation to do personally, and in terms of your candidacy. Here again, pray for your own discernment and for theirs: that your ministry among them would demonstrate accurately to everyone in what ways He could use you among them; that God would reveal to all whether there is a good “fit;” and that He would begin to bind you together if so. Ask Him to give you the endurance and fortitude to carry you through the whole interview time. Pray that they would also be both aware of and sensitive to the trials that an interview can be.

Considering a "revitalization" church

2010-06-19T16:54:00.000-05:00

I recently interacted with a pastor who was contemplating a transition to another congregation. The one he was considering had a number of markers of need for "revitalization" and my colleague wondered, "how can I know if they are ready for true revitalization?"

This is an excellent question, because a number of churches will recognize the need at some level, but will not be ready for it.

I asked him: do you think they really want to grow? Do they genuinely want to minister to others? Or is there a sense of urgency mostly out of fear of continuity— that is, they are afraid the money will run out, there won't be anyone around in 20 years, etc.?

If they really want to grow through the ministry of the Gospel, be interested. If it's motivation out of fear, not so much.

He responded that he agreed— he didn't need to move to minister to people motivated by fear; he had plenty of that where he was.

How do you discern whether a congregation is motivated by fear, or by Gospel urgency? Asking the following questions is a start:

Health: What is a healthy church? Is your church a healthy church? What brings you to that conclusion?
Good ministry: What does good ministry look like to them? What are the marks of success/effectiveness for good ministry?
Workload: Who do they see as the "front lines" of ministry in a healthy congregation? Is it the pastor? Is it the church's officers? The members?
Roles: What is the role of the pastor in a healthy church? What is the role of the officers/other leaders? How does Ephesians 4:11-16 apply to them?
Goals: What are the two most important things that you hope the Lord will accomplish through your next pastor? Why are those more important than others? How will you know that your new pastor is effective in his work of ministry?
Values: What are the things that must not change in any future ministry of this congregation? What is open to change, however great? What sets the boundary for what may or may not change?

Answering those questions will set you on the right track of evaluating motivation. A church that is ready for true revitalization will exhibit a biblical definition of church health, and they will recognize that their congregation is unhealthy in at least some ways (every church is!). They will define "good ministry" as "Gospel ministry"— that is, the faithful preaching and teaching of Christ with the result of transforming work through His grace. They will recognize that the workload is to be shared among all of the leaders (and all of the congregation in general), and that the primary work of the pastor is to teach and equip them for Gospel ministry (as Ephesians 4 states). Their goals will reflect that, and they will understand that the only things not open to change are the faithful preaching of the Gospel and the right worship of Christ.

Indoor pets

2010-05-09T20:22:00.000-05:00

A friend recently asked me to help him evaluate a few churches that he was candidating with, and some of them had Church Information Forms (which is sort of a church-side equivalent to the Ministerial Data Form in the Presbyterian Church in America).

Part of this form has a place to rank "Pastoral Strengths Desired"-- things like Preaching, Evangelism, Youth Work, Community Service, etc. At the very bottom, there's a place for "Other" and a blank.

One of these congregations had ranked Other as one of the highest (ranked 7 on a scale of 1 to 7), among maybe three that were similarly ranked. What had they indicated as "Other" that was such a high priority?

No Indoor Pets.

Really? That's one of your top three strengths desired? Really?!?

On the one had, there's an honesty to that, and I acknowledge the truth of that self-report. But on the other hand, I have real concerns about the degree to which an incoming pastor has opportunity for real and meaningful gospel ministry in a congregation that is choosing their next pastor in large measure by whether they will bring indoor pets to the manse/parsonage.

There's revitalization where difficult circumstances can be overcome by gospel priorities-- and then there is a context where spiritual barrenness has already set in, and the congregation is past the point of no return. I counseled my friend to pass this one by.

Churches: if you're finding things like this turn up as priorities in the process of searching for a new pastor, you should serious rethink whether you are indeed ready for a pastor who is coming to invest energy, time, and intellectual and spiritual resources in your well-being.

Update on books (mine)

2010-05-03T14:35:00.000-05:00

There has been a good bit going on, writing-wise, and I wanted to give my tens of readers an update about it.

To begin with, Doulos Resources released a book I wrote about six weeks ago: For All the Saints... Praying for the Church is a short book that I wrote for congregation-level reading, offering a guide to what specific ways people might pray for the church, the biblical basis behind each, and some suggested sub-topics for prayer under each. It's available in the Doulos Resources e-Store, as well as through Amazon, Monergism Books, the PCA's CE&P Bookstore, and the Covenant Seminary Bookstore.

Second, my friend and fellow pastor Mark Warnock joined me here in west Tennessee for a few days last week, and we made substantial progress on a book on surviving and thriving in seminary. Mark is one of the pastors of First Baptist Church of Columbia, IL and who writes and edits the blog Seminary Survival Guide. We're encouraged about the work we got done, and I hope that this book will be available by the end of this summer-- in time for incoming seminary classes everywhere to benefit from it.

Finally, I've also been making some progress (slow though it is) on my longtime-coming book on making an effective transition from seminary into ministry. If all goes according to (MY) plan, it will also be ready for a late summer/fall release. I'll keep you posted.

Hacking the phone interview

2010-02-20T19:14:00.000-06:00

Profhacker recently posted an excellent piece on "prof-hacking" the phone interview. It's filled with great tips for doing a better job with phone interviews; some of the highlights:

Location, location, location: make sure the place you take the call is private and quiet.
Timing is everything: be ready when the time is right.
The incredible "invisible" candidate:

Of course you aren’t really invisible, but it sure can feel that way. The typical phone interview deprives both parties of physical cues both facial expressions and body language. It can be very disorienting to interview with people you’ve never met or seen, especially because often there will be a pause between your answers and the next question.

There are several more good suggestions. Be sure to check out ProfHacker's piece on hacking the phone interview.

Questions before starting a D.Min.

2010-02-10T09:51:00.000-06:00

Chuck Warnock (who is getting closer to finishing a Doctor of Ministry degree himself) offers five very helpful questions to ask when considering starting a D.Min. degree:

Do I have time?
Will my church support me?
Can I commit 4-7 years to the process?
Do I want an accredited degree or just the title?
What criteria will I use to select a D.Min. program?

Be sure to read Chuck's particular explanation and reflections about each question. Visit Chuck's blog (Confessions of a Small Church Pastor) to read more.

Upcoming...

2010-02-06T16:54:00.000-06:00

Despite appearances, this blog is not defunct or nearly so! I actually have a small handful of posts that I've been working on, that will be coming soon. They include:

Strategies for investing for the future. This will be a multi-part series that digs into the question of retirement savings. It's a timely topic, it seems, since it's getting closer to tax day and because a lot of pastors are re-thinking their current plans (and their congregations are, hopefully, considering an increase in overall pay package, etc.). The topic fits nicely into the overall theme of "terms of call".
Dividing position description from pay package. This topic has actually come before me twice in the last several weeks (in very different contexts), so it's something I've been thinking through. The more I work through this, the more I'm convinced this is a fundamental and vital change in the way we think that needs to take place.

Keep an eye out for these and other posts!

From the archives: making a healthy transition #8

2010-01-31T17:59:00.000-06:00

Originally posted September 5, 2005

The floor examination has a clear purpose: to test your readiness for ministry.

Notice: I didn't say, “test your knowledge” or “test your theological acuity.” This is a test of how ready you are for the day-to-day, hour-by-hour work of ministry.

A little background-- when a Candidate for Gospel Ministry pursues ordination in the Presbyterian Church in America (PCA), he will be examined orally at least twice: once by a committee of presbytery, and once on the floor of presbytery. The committee exam will be private and closed, generally speaking. No one else will be there but the committee and possibly a few other ordinands. This exam will also take longer than the other; the committee exams sometimes go for several hours.

The floor examination, in contrast, will be an open exam. Everyone in attendance who is a member of presbytery will be there, and any other visitors are welcome to attend. It is not uncommon, for example, for an ordinand's wife or parents to come and watch. In fact, visitors may even stay after the ordinand has been asked to leave so that the vote may be taken (although the presbyters do have the right to call for visitors to be excused as well).

The committee exam is essentially all about what you learned in seminary and in other preparation for ministry. They will grill you on church history, fine points of theology, your knowledge of the English Bible, your understanding of the sacraments, and so on. These questions can be as particular as, “what was the point of difference between Ratramnus and Radbertus?” or “explain the rationale for a supra-lapsarian position,” or “give a detailed outline of the books of 2 Chronicles, Nahum, and 2 Thessalonians.” They want to be sure that you have learned as much as you can learn.

The floor exam, on the other hand, is quite different. There will be a few obligatory questions from each major area, because the Book of Church Order of the PCA requires that the floor exam include them, but when the questioning is opened up to anyone at presbytery, most of the questions will not be so particular with regard to “book learnin'.”

Instead, most will be directly related to the kind of issue or question that your ministry will put you in the line of fire for. A recent floor exam I sat in on included a question about how the ordinand (who had a call to an upper-middle class suburban church) would encourage racial and ethnic diversity in his congregation, and another about how he would support and advance that church's already active pro-life ministry.

Many of the questions in a floor examination will touch on things that the ordinand may never have considered before, and he will be forced to articulate an answer on the spot. A friend of mine told me about a question he received at his floor exam: must a person believe that the Bible is the Word of God in order to be a Christian? His answer: “No, one need not believe that the Bible is the Word of God to be a Christian, but I believe that if you are a Christian, you will believe that the Bible is the Word of God.”

The best thing about this kind of examination is that it requires an ordinand to understand his Bible, his theology, his confession of faith, and even his church history in practical, tangible ways. How else should a man be examined, after all?

Recent graduates: I offer you my prayers and hopes that every letter of the Bible, every word of theology, and every moment of history that you were exposed to in seminary may become so real and useful, so life-changing and ministry-shaping, so Gospel-driven and Christ-centered that you will find your floor exams, and all of the ministry that follows, a delight and a welcome challenge. May God bless your transition and your new ministry.

Academic interviews

2009-12-30T16:01:00.000-06:00

Though I don't focus on it much here, working in the academic world can be a legitimate pastoral calling, too-- I know that several of my former professors ministered to me in profound ways.

There was a great article recently on the ProfHacker blog on "hacking" an interview for an academic position. The highlights are:

Get your facts straight
Keep your answers short and foster conversation
Think about what you will be asked
Prepare a few questions
Wave your geek flag-- but do so cautiously
Have fun
...other advice.

Read the whole article here-- very good stuff.

A check on ministerial pride

2009-12-26T10:05:00.000-06:00

In an end-of-the-year newsletter that I recently received from a friend and former seminary classmate, he wrote something to the effect of, "church planting is physically and emotionally harder than I ever imagined."

The man who wrote these words is a good man, a great pastor, and a hard-working church planter. I'm grateful for his ministry and for the particular labor that God has called him to do, and I am thrilled that his church plant is thriving as it is. In saying what I'm about to say, I'm not trying to take anything away from his ministry. In fact, I'm not even sure that this is his particular attitude.

But his words reminded me of how many of the church planters I know embody an attitude that is unhealthy for the church-- a sense of ministerial pride. Yes, church planting is hard, and it is, indeed, physically and emotionally draining. But not anymore than any other ministry-- because the simple fact is, any pastor who is adequately doing his job and fulfilling his calling will inevitably find that it is physically and emotionally draining, to a degree beyond what he once imagined it might be.

I say this, because I know that no church planter ever had a week (plus a day or so) like I just had in a "revitalization" ministry: a week ago this past Wednesday, I got word that a lifelong-member in our congregation, age 74, had died of a stroke. I personally took this news to her best friend of more than 50 years, who has also been in the church that long, and to another long-time friend. I broke the news to much of my congregation that night, many of whom had known this lady all their lives, had been taught Sunday School and Bible School from her as children. I conducted her funeral on Monday, and then went to the hospital to visit with a second-generation member of our congregation and her family, as she gave birth to her first child. All of this, in addition to regular Wednesday and Sunday activities, plus a Christmas Eve service.

While the death of a long-time Christian isn't outside of the realm of possibility for a church plant by any means, most of the rest of those circumstances (even the regular activities and services) are. And the longevity of it makes the emotionally-draining quality that much deeper.

My point isn't to say, "you think church planting is hard-- you should try revitalization!" Rather, it is to say this: church planting is hard; so is revitalization. So is ministry in an established, healthy congregation. So is campus ministry. So is international missions.

Which is to say, ministry, if you're doing it right, is hard.

And we need to get over ourselves enough to acknowledge this better. The way my friend presented the difficulties of his year made me feel like he had to make the point that, for some reason, he felt his year was harder than mine because he is a church planter.

Maybe it is because church planting normally embodies leading people in new and fresh directions. Maybe it is because church planters are treated like the "rock stars" of the pastor world. Maybe it is because, for a decade or more, church planting has had a strangely special status in my denomination (the PCA). Or maybe it is for reasons I can't enumerate. But for whatever reason, church planters often seem to have this chip on their shoulder that proclaims, "what I'm doing is more important than what you're doing."

(By the way, all of us are susceptible to this struggle. When I was in college, it was foreign missions that took on the same attitude and pridefulness.)

Let me just knock that chip off by saying, in response: no it isn't-- and that sort of competitive spirit that you are always identifying your ministry (and, by default, mine too) by is antithetical to the Gospel. It is antithetical to Kingdom growth. Please stop it.

Ligitimacy in ministry

2009-12-12T18:43:00.000-06:00

HT: Matt

"Black Friday" Sale

2009-11-26T21:49:00.000-06:00

For my tens of readers: Doulos Resources is having a "Black Friday" sale for Friday, November 27 and Saturday, November 28.

All resources are 30% off, no limits! To take advantage of the sale, visit the Doulos Resources E-Store and use this discount code: CTZNJ6EG.

Thoughts on keeping your eyes open

2009-10-19T16:28:00.000-05:00

A friend recently shared this reflection with me, and I thought it offered great insight into this sort of situation-- when you're not sure if you should be looking for an opportunity for transition or not. I posted a version of what he wrote, but he wanted to re-work it a bit after I posted! Here's his updated story:

Ed, I hope the following reflections on my transition are helpful for some of your readers.

First, a bit of background... My wife and I took our first job out of seminary in a very expensive metro area. It was great experience, but the cost of living was very high. My dream of providing for my family faded as my wife had to begin working full time and as we were dependent on her for providing health insurance. I began to compartmentalize—I served the church with as much emotional energy as I could afford, but also began looking for a way out (that is, a different job).

The Lord apparently had lessons for us to learn because another job didn’t open up for quite a while. We were left feeling the crunch for a couple years. However, another opportunity eventually arose; and when it did, God’s guidance was clear and unmistakable.

This is not an unfamiliar story, I know. What I’d like to share below are some of the lessons I learned, or at least hope that I’ve learned. After years of feeling like victims of an unfair salary and (what felt like) uncaring leadership, we realize that most of the problems concerned our attitude.

Here are some reflections:

God's timing. What struck me most of all, in retrospect, was that when it's God's time...things happen. Nothing opened up for us as we were trying to “settle down,” but when it was time to move on (and there were more objective indicators by that point) it was as if the red carpet was rolled out. While I don't understand God's timing, it seems He was pretty rigid concerning His plan for us: he simply would not yield to our desire to escape our uncomfortable situation. I see this now as a token of his love, like a father who refuses to give their child something that is not in their ultimate best interests. I do not regret searching for other ministry positions, out of a desire to be proactive concerning my wife's/family's (real or perceived) needs--but I wish I would have done so with less anxiety and more trust in God's ultimate best for us.

God's release. One time, a fellow pastor spoke to me about sensing God's "release" from a ministry position. He told me not to look for another position until you know in your heart God has released you from your present one—until you know your work there is complete. For me, this sense of release came eventually…but not until after I’d spun my wheels trying to get hired at numerous churches (where I always ended up being their “second choice”). Had I waited for this sense of release before sending out my resumes, I could have saved myself a lot of time and a lot of postage.

Heart issues, heart issues, heart issues. I am so embarrassed to say that I allowed myself to feel like a victim during my time in this ministry position. Now that the smoke has cleared my wife and I have had discussions about "idols" in our life that were the real problem. We had idols concerning the American dream and others too. I can look back in retrospect and see how we could have served the Lord so much more effectively had we trusted God more (as I've already stated) and been less anxious...less frustrated...less idolatrous. Had we limited the emotional energy spent on fixing our situation, I could see myself taking even greater advantages of the discipling/evangelizing opportunities that were present for me in this metro area. Another way of putting this same point is, “Don’t panic.” Or, if you do feel panicked, explore whether it may be because an idol is being removed from your hands.

Money: Another heart Issue. God provided for us wonderfully once we made our move, but financial issues still plagued us. This is because issues such as being gospel-centered, planning well for the future, etc, are present no matter how much or how little you make. This is not to say that churches shouldn’t pay their pastors better; they should. But we have to be careful about feeling entitled.

As you can see, most of these lessons involve attitude. I can see now, as we face another transition, that having a much more patient, trusting attitude--and trying to discern what God desires for us to learn right here, right now--is a much better way to go. It doesn't mean I'm not praying about, and investigating opportunities for, the future. But I feel more trust than panic.

At the same time, I'd like to note a few things on the "other side"...

Pastoral/session care. I would have benefited from greater pastoral and sessional care, even though the responsibility was ultimately mine. This hit home to me when, near the very end, I asked the senior pastor to speak to the session about a serious concern we had--only to find out down the road that the request had been utterly forgotten. I personally believe that better communication concerning financial struggles would make many pastor’s situations 90% better. Trying to serve while feeling that no one knows or cares—that’s where bitterness and hard feelings develop.

Tourists don't make the best missionaries. While I wish we had been less concerned about our finances and getting “settled down, it was a simple fact that our church was located in an area where the cost of living was far higher than our income. We always felt like tourists because we could not really live like the people we were trying to serve--meaning, we could not own a home or even rent one near the church. I realize now how pastoral ministry is greatly aided by being part of the everyday, "normal" culture. I'm not saying that you cannot do ministry otherwise, but I would think twice before taking a position where you’d be an immediate outsider to the typical rhythms of life.

I don’t know if these lessons will resonate with any of your readers. But if it leads someone to greater self-examination and even a sense of hope, that would be great.

Interim leadership

2009-10-17T08:36:00.000-05:00

Ed Stetzer blogged recently about some wisdom he has regarding "interim" pastorates.

Ed has some excellent advice for interims and churches calling them, especially when it comes to what it takes to BE an interim and what is reasonable to expect an interim to accomplish. I highly recommend his post on this.

(Ed also suggests a couple of helpful other resources on interim leadership.)

I, for one, think that interim pastorates are a wonderful gift to the church, and are NEEDED in many situations. In my view, we in the PCA could take a helpful cue from our brothers in the PC-USA and actually require that churches whose outgoing pastor served beyond a certain point (15 years? 20? 30?!?) must call an interim pastor before settling in (or attempting to) with a "permanent" pastor. I've blogged before about the unintentional interim, and I think such a requirement would alleviate many such situations.

If you're interested in learning more about interim pastorates, you might check out the website ChurchWhisperers.org-- it is full of help and guidance for interim pastors.

From the archives: making a healthy transition, #7

2009-10-13T09:23:00.000-05:00

First published September 5, 2005

Most of the men I know who have remained in ministry for a number of years have done so through the friendships they made in seminary.

In whatever way that it has materialized, these men (and often their families alongside them) have maintained friendships with a few very close friends from their seminary years. Those friendships have been a central factor in keeping them in ministry, stable, and focused on serving God. I know few men who have been in ministry for more than ten years for whom this is not the case, and everyone I know who has been in ministry more than 20 years has done this.

It doesn't always look the same, but some common factors arise among all of the people I've talked to about this:

All of them are in contact regularly-- usually by phone at least once a quarter, and visiting face-to-face at least once a year.
All of the relationships have a component of basic accountability to them-- checking in on the health of marriage and family life, personal spiritual growth, avoiding temptations, etc.
All serve as a “dumping ground” for ministry problems and frustrations-- allowing an outlet for all of the things that these men want and need to talk about, but feel they can't with anyone in their congregation (or even in their town).
All eventually become a “true North-pointing compass” for the individuals-- giving them a safe and trustworthy place to explore where the Lord may be leading them in the future.

What usually happens is that good friends in seminary become a committed group after graduation, and they agree to keep up with each other. They may try different models of how to do that, but they eventually settle into a routine that they repeat year after year.

One man I know has a week-long “vacation” with two other families, and they've been doing this for over 25 years. Another man meets twice a year for 48 hours with his two closest friends from seminary, and they call each other periodically. One friend gathers with a dozen others for three days, and they close up on a family farmhouse to play, talk, sing, pray, and laugh together. Another takes turns with a best friend, each visiting the other's house every six months-- whoever is the visitor “dumps” everything while the other listens.

However it turns out, the constant among variables is this: having one or several close friends who can-- over the years, through the moves and transitions, in spite of geographic differences-- be the kind of peer and brother that every Christian needs has become one of the very few keys to long-term, Godly ministry for the men I know.

On the other hand, among any of the men I know who have been in ministry for 20 years or more and don't do this in some form, none of them has the kind of ministry that I want to be a model for my future. I simply don't have a lot of admiration for their ministries. I can't say for certain that this has been the deciding factor, but it certainly seems to have been a contributing one. (And I should mention that I don't really know very many of these-- which is probably also related to the absence of this factor; without this kind of support, you are almost certainly more likely to leave the ministry earlier.)

The lesson here for new graduates and/or new transitioners: get in touch with those few closest friends from seminary and work out how you will keep in touch. Then do it. Don't put this off.

"Advice to pastoral candidates" from David Strain

2009-10-02T15:47:00.000-05:00

My friend and fellow TE in Covenant Presbytery, David Strain of Main Street Presbyterian Church, Columbus MS, offered some good advice for pastoral candidates on his blog today:

Think long and hard about different social contexts and what language fits them.
Read correspondence before sending it off!
Practice humility.
Be careful on blogs and Facebook.
Tailor your application to specific churches.
Cultivate relationships for reference while in seminary.
Be realistic about opportunities.
Call before sending your materials.
Read Why Johnny Can't Preach by T. David Gordon.

Excellent advice, David. (Read his whole post here.)

New documents and templates

2009-09-25T08:51:00.000-05:00

We just published some new documents at the Doulos Resources "Other Resources" page. We have some forms, checklists, templates, and even a database template. Check them out!

Résumé advice

2009-09-22T16:11:00.000-05:00

The folks at the Unclutterer blog (which is generally very good anyway) posted today some great advice about résumés. They debunk some of the myths that are common, especially for folks who are going for round two or three of candidacy.

Don't miss the comments-- lots of great stuff to mine there.

From the archives: making a healthy transition, #6

2009-09-19T21:51:00.000-05:00

First published August 20, 2005...

I don't know any seminarians who have lost weight or gotten in better shape during seminary.

Don't get me wrong-- I do know a good handful of guys that find time to exercise. Even I have found streaks of a few weeks where I've been on the treadmill regularly. But my pitfall is, I would guess, the same as many of my fellow seminarians': some point in the semester (exam time, a major paper due, a break to travel home for a few weeks, etc.) interrupts our exercise patterns and the continuity is lost. Regaining it proves very difficult.

Which is why the transition from seminary into a pastoral position-- or from one position to another, as the case may be-- is a great time to re-prioritize exercise for a pastor.

Once again, this can be difficult to rationalize; after all, when is it easy to find an hour (or more) to haul yourself over to the gym, get a full work out, then shower and change in order to get back to work? And doing this three to five times a week? Surely I'm kidding, right?

No... exercise has got to fit in somewhere. If it means you have to rise early to get to it, then rise early. If it means you have to sacrifice your lunch break (though not your lunch) two or three times a week, so be it. If there is truly no time to exercise, then you're too busy. (This goes for seminarians, too-- and consider this my public confession!)

Studies have shown that the lack of regular exercise affects levels of stress, fatigue, energy, attention-- all negatively. This is not to mention the increased strain your heart, lungs, and structural system endure when you gain weight, which is the result that most of us experience when we fail to exercise regularly. One doctor told a friend of mine that every pound of weight gained amounted to five additional pounds of pressure on the joints when walking or running. No wonder my knees hurt.

On the other hand, regular exercise is just short of magic in its effects on your body. As you exercise (over an extended period of time), your muscles grow and require more energy for even mundane tasks like getting out of a chair, walking across the room, or even typing; thus, your body loses weight more efficiently as your muscular system expands. Meanwhile, your metabolism increases due to the efficiency for burning carbs, proteins, and fats, so that you digest food more efficiently (leading to more weight loss). If you maintain a regular diet-- even the same diet you've always had-- your body will eventually balance out at a healthy weight. You rest more efficiently, you have more energy and endurance, and your overall health improves.

Amazingly, other things also seem to be “magically” handled through exercise: cholesterol issues, high triglycerides, and even diabetes and asthma can be managed, if not overcome, through exercise. Even smokers and heavy drinkers who also exercise seem to fair far better than their inactive counterparts. It is almost as if you can do just about anything you want-- eat what you want, drink what you want-- and, as long as you also exercise regularly, you'll be fine. (Almost... but not really.)

So you don't have to join the YMCA, or any other gym for that matter. If you'd rather jog around the neighborhood or swim laps in your next-door neighbor's pool, that's fine. Ride your bike to work on days when you'll be in the office all day anyway. Or get a treadmill and walk or run regardless of the weather. (If you read World magazine regularly, you know that Editor-in-Chief Marvin Olasky reads on his treadmill every day, finishing dozens of books a year.) Joining an athletic club does have this draw: by shelling out money regularly to a gym, not exercising will weigh that much more heavily on your conscience.

President Bush exercises 6 days a week; he says that it never enters his mind that he won't work out. If he can find the time, why can't you? Start tomorrow-- or re-start tomorrow; exercise is similar to your devotional life: re-starting regularly is better than the alternative.

[Note to self: I'm re-starting my treadmill plan tomorrow...]

Good thoughts on language

2009-09-16T12:18:00.001-05:00

[A]n essential part of the ordination exam ought to be a passage from some recognized theological work set for translation into vulgar English--just like doing Latin prose. Failure on this exam should mean failure on the whole exam. It is absolutely disgraceful that we expect missionaries to the Bantus to learn Bantu but never ask whether our missionaries to the Americans or English can speak American or English. Any fool can write learned language. The vernacular is the real test.

~C. S. Lewis, 1958 letter to the editor of The Christian Century, Collected Letters of C. S. Lewis, 3:1006-7

(HT: Dane)

Managing staff well

2009-08-31T10:55:00.000-05:00

There is an X-factor in church ministry that sort of fits into the "transitions" category, but it also really doesn't in some ways. That is the category of staff.

By staff, I mean administrative and support staff. Ministry staff should be viewed and treated essentially in the same way that ordained pastoral staff are, at least from the perspective of calling, terms of call, evaluation, etc. But administrative and support staff are a different ballgame, in many ways.

I want to reflect a bit on managing staff well. I have seen and known of staff being mis-handled in some ways, and I think the topic deserves at least one post! And some of these lessons have been learned the hard way. Here are some things to think about when it comes to managing staff well.

Team Members
Are staff members part of the ministry team? In some ways, yes. Obviously, they fulfill functions that are vital to ministry execution. They often are responsible for significant logistical and front-line aspects of ministry. And anyone who has had a staff member with an obvious weakness will acknowledge how quickly that weakness can become substantial in slowing the progress of ministry.

So, yes-- in many ways they are team members. And to the extent to which they are, they need to be treated like it. Their value needs to be emphasized, and they need to be recognized and appreciated before others. Their input should be sought on appropriate topics, and their opinions taken seriously on all topics. They need to be attended to spiritually just as the rest of the ministry team does.

And, no-- in some ways they are not team members. Staffers should recognize the boundaries of where their participation with the team ends-- and they should respect those boundaries. It is reasonable to expect them to keep their nose out of business that they don't have a part in. They have the authority and right to make some decisions-- but not just any decision. They need to rightly understand their place as support for those who have been called to be the pastors and ministers of the congregation they serve, and realize that their value as part of the team extends only as far as they are able to fulfill that role of support.

If you want a great picture of what this looks like-- of what it looks like to be a significant part of a team without having to be the one who gets all the recognition-- read this remarkable piece from the NY Times on basketball player Shane Battier.

Works in Progress
Every staff member has weaknesses. In fact, every pastor does, too-- and it's likely that part of the reason why you have support staff is because your congregation recognized some of yours, and hired someone to fill the gaps. But those support staffers will have their own weaknesses, as well. How will you deal with them?

One of the best descriptions of how to work with staff members on an ongoing basis-- particularly with regard to their weaknesses and addressing them-- is from two guys named Mike Auzenne and Mark Horstman, whose organization is called Manager Tools. They detail the fundamentals of their methods in the "Manager Tools 'Basics'" audio discussions. I think so much of their approach is valuable in church staff management, as well. Here's the gist of what they advocate:
Open communication-- the first thing that Mike and Mark talk about is how vital it is that open lines of communication be established BEFORE there is a problem with weakness, etc. They talk about doing weekly "One-on-Ones" with each staff member under you (or "direct report" as they call them), wherein you briefly check in with them on personal things, family matters, etc.-- and let them get to know you in a similar way.
Appropriate feedback-- giving guidance for corrections is crucial, but knowing HOW to do that is sometimes difficult. Mike and Mark have developed their "feedback model" into a boilerplate approach, which lends helpful structure to the difficult task of correcting and re-directing. Notice, too, that this starts early-- so that problems aren't allowed to persist and fester.
Room to grow-- every staff member will respond well to feedback in some areas, and continue to struggle in other areas. What happens then? Mike and Mark have a model for that, too-- "coaching." They outline the benefits and strategies for creating constructive situations for staffers to learn and grow in the areas where they are weak.

One of the underlying premises that Mike and Mark emphasize, which I find so valuable, is the idea that firing someone is a last resort and an admission of failure on the manager's part. I've known many whose attitude is almost the opposite: "be glad you have a job, shape up and figure out how I want things done fast enough so that you don't get fired, and when the first mistake comes my way you're gone." That's unproductive and not helpful, for one thing-- but it's also wrong (as I'll get to in a moment).

Be assured of this, too: if they understand their role and place as they should (and as you can, in a pastoral manner, continue to instruct them in through one-on-ones, feedback, and coaching), they will not need you to shame them when their work falls short-- they will long to do better before you ever mention it.

If you have staff under you at any level-- even volunteers-- I urge you to give these audio discussions a listen.

Children of God
It is vital that the dignity of the staff member be kept in view at all times. This, sadly, is one of the greatest shortcomings of staff management in many churches.

Frequently, the leadership of the church is chosen from those who are successful in the business world. A corporate executive obviously knows something about running organizations, right? As a result, those execs bring their corporate expertise into a Session or Board meeting, and apply the same principles in the church as they do in the business world. The only problem with that is that the church isn't a business.

Now, in fairness to businessmen, many Christians who are in the business world conduct themselves in a manner that is distinct from their unbelieving counterparts. Nevertheless, 99% of the time that I have seen a Christian businessman who is in leadership attempt to apply his business expertise to the leadership of the church, it doesn't fit-- but he will push and work to shoe-horn it into fitting, resulting in a leadership fiasco. Leaders: if your only model for leadership has been the corporate business world, you must re-learn how to lead!

Never is this more important than in dealing with staff. In the business world, the bottom-line controls everything. All other principles are driven by profitability, which means that if someone isn't "pulling their weight" then they have to go. This is sometimes presented more coldly, while other times it is couched in more positive language (Jim Collins talks about "getting the right people on the bus"). Regardless, the mindset from the business world is, if your support staff is ineffective, then let them go.

This isn't the business world. Your staffing decisions aren't made by measures of efficiency alone. They are not just another paycheck that has to be distributed. These are people-- and they are children of God, created in His image, and granted all of the dignity of heirs of the Kingdom.

Your calling as pastor is to treat them as such. If it helps, employ this imagery when dealing with your staff: imagine that your administrative assistant is actually someone else-- think of the matronly widow whose husband was an officer in the church long before you came, whose children grew up and professed their faith in your congregation, who faithfully attends every worship service even when her health is frail, whose service as a prayer warrior on your behalf has been a frequent encouragement to you. Imagine that she has come in to volunteer in the role of your administrative assistant. How would you treat her? How would you deal with her?

I have a sense of how I would: I would find ways to muster greater degrees of patience than I knew I could. I would be grateful for her willingness and desire for service. I would offer correction gently, quietly, and tactfully. I would ask of her, not demand of her. I would try to let every encounter give attention to the needs of her soul, and not focus only on my own needs. I would give thanks in prayer for her before, during, and after she came each day.

What would the work atmosphere in your church offices be like if you, as pastor, treated every staff member that way? Your staffers have all of the dignity of heaven-- and while (as I said above) their value as part of the team extends only as far as they are able to fulfill that role of support, their value as children of God is something you can never strip from them. And you must be supremely cautious that you do not do so.

This dignity must never be forgotten or misplaced. It is your job, as a pastor, to constantly restore it. Remember the words between Caspian and Aslan, as Caspian was about to be crowned king of Narnia:

"I was wishing that I came of a more honorable lineage."

"You come of the Lord Adam and the Lady Eve," said Aslan, "and that is both honor enough to erect the head of the poorest beggar, and shame enough to bow the shoulders of the greatest emperor on earth. Be content."

From the archives: making a healthy transition, #5

2009-08-10T14:11:00.000-05:00

First published August 5, 2005:

How long will you live in your new town, serving your new church, before you seek out and befriend other pastors in the area? Will you even refer to it as your “new church” by then?

My guess is that most pastors put this at the bottom of their priorities. After all, one group that every pastor can be certain will never join their church are other pastors in the area! And there are already so many things to do-- and so many relationships to build-- that getting to know other pastors seems like an unnecessary distraction.

In fact, it is necessary. And it is not a distraction, but a key part of your new ministry.

Let me insert a few disclaimers here. First, I am not a broad ecumenist who would insist that churches should be united and working to erase all denominational boundaries; as much as I value unity in the Kingdom, I recognize the importance of denominational distinctions and what the inherent variety offers the Church. And I am not suggesting that buddying up with other pastors is more important than shepherding the flock God has called you to serve.

But I do believe that many pastors set themselves up for burnout, in part, because they fail to prioritize the fellowship, support, and accountability that can come from other local pastors.

“But,” you counter, “I made some great friends in seminary who will be that for me!” Great, I say. (And I'll address that more fully in a later blog post.) I happen to believe, however, that there are benefits to deep friendships with local pastors that your friends from seminary can rarely fulfill. Some of them include:
• They know the area. Ministry occurs in a context; your fellow local pastors will know and understand that context in a way that your seminary friends won't (unless they happen to also be local)-- and you won't either, at first. Early on, these friends can become a part of the process of integrating unto your community, learning how to minister within it.
• They are easy (or easier) to meet with. How will you keep up with those friends from seminary? However you do it, it won't be as simple as a lunch appointment across town. Your new friends are just around the corner compared to anyone else.
• They are hard to avoid. When I need accountability the most, I often also want to avoid it the most. Maybe you struggle in the same way. If so, local friends can get in your face, showing up at your office or home if necessary.
• They present new ministry opportunities. Whether it be a pulpit exchange, a regular joint worship service (holidays like Thanksgiving offer good opportunities here), or a collaborative effort at a regular ministry, having another pastor (and therefore his church) to try out these ideas is easier if you are already friends. Ending them if they don't work out is easier, too.
My first long-term, paid ministry job emerged out of a relationship just like what I am describing. Two pastors at different churches each needed development for their youth ministries, but neither could afford staff. Their good friendship and the familiar relationship between their churches opened the door to a collaborative youth ministry that I oversaw.

Befriending other pastors is the kind of thing that is easily put off indefinitely; then, when you really need that friend, you're all alone. Start now, and make it an essential part of your transition. You might even communicate this need/desire to your Elders or Deacons, so that they can support you in it-- maybe they'll even hold you accountable for getting started.