Starting a pastorate is extremely stressful. Sky-high expectations abound! At risk is much more than a job and financial security, but also the emotional and spiritual well being of a family and congregation.
Most pastors recall surprises as they discovered their congregation’s unwritten rules. Early in my first pastorate I asked where the pulpit was typically located. I was told the interim pastor had moved it around, which I took to mean that I could as well. I was wrong. The pulpit belonged in the center of the chancel, as everyone knew. I’d been “had” in a game of “gotcha.” In this case it only cost me a few credibility points. In my next pastorate, I served “communion wrong” for months before finally figuring out the “right way.” I was a source of esoteric entertainment as “those in the know” chuckled at my awkward ways. Hey, I don’t mind being a fool for Christ, but some mistakes can be very costly.
Enter clergy coaching.
What is clergy coaching? Coaching is different from other disciplines. Coaching is not counseling and does not address personality issues. A coach is not the same as a consultant. A coach is not there to fix the congregation. Isn’t that the pastor’s job? Well, is it or not? A coach is more than a mentor. Specifically, a clergy coach is a professional, purposeful support during the vulnerable first phase of a pastorate. A coach provides clarity, objectivity, and accountability through a confidential relationship with the new pastor. The coach could encourage clarification about the job description, or help negotiate the role of a predecessor. A coach initiates conversations about topics before they get so big that you can’t talk about them. The coach studies the congregational culture, advises on possible pitfalls and works with the pastor to address the issues the new pastor deems important. A misread or inability to adapt to the culture of an organization is the number one factor in failed executive placements. This is likely the case with clergy placements as well, though there are fewer statistics to bear this out.
I once flippantly described the Presbyterian Church (U.S.A.) pastor placement process as, “meeting on the Internet, going on a blind date and getting married.” My friends were offended, and yes, this is way too simplistic. My comment denigrates the hours of prayer, the countless meetings, the careful reference checks, the computer matching and the vision study. Actually, I have the highest regard for the PC(USA) placement process. I believe God uses every aspect of the search for a pastor, and I believe that the person called is, in fact, the right person. But that does not explain why so many calls become mired in frustration. What is more denigrating to a pastoral search is leaving the new pastorate to chance, without the benefit of a well-defined coaching relationship. We believe every part of the search process requires prayerful oversight, but skip the most strategic stage. As soon as the moving van pulls away we hope for the best, believing that “they will be able to work out any difficulties.” All too often this is not the case.
In Carolyn Weese’s book, The Elephant In the Boardroom, she speaks the unspoken about pastoral transitions, that a 15% decrease in giving and attendance is the norm for each pastoral transition. While the expectation is for the new pastor to restore the loss and more, this takes time. Frustration may take root before the pastor becomes effective. When we consider clergy transitions, the cost is high. Congregational morale and spiritual vitality decline, credibility suffers and the search process begins again.
Clergy coaching can make a significant difference. I coached an associate pastor on our staff to establish better boundaries between ministry and family. Over a five-week interval, he’d scheduled himself to be away three weeks with the “youth at camp.” While his dedication was commendable, I knew the time away would take a toll on his family. After all he had three very young children! By reconsidering the possibilities, he spent two weeks away and had his family join him at the most pleasant camp venue. The coaching produced a win-win result. Coaching has benefited my ministry and family. When starting in ministry I tended to take the negative emotions of other people very personally. My coach helped me understand that I may be only partially responsible for their frustrations! I came to understand that church leaders attract all sorts of positive and negative feelings they must sort out very carefully.
There are better ways to begin a new pastorate. By intentionally working with the new pastor, a host of the typical pitfalls can be identified, addressed, and avoided. A coaching relationship can be a proactive step toward a fruitful pastorate. Establishing a support network, opening lines of communication, and creating a pastor/parish covenant are included in the role of the clergy coach. We are certain that God is working in our call process. I believe God will work through the coaching phase as well. Now is the time to engage the strategic support services of clergy coaches. Now is the time to begin a new approach to pastoral transitions.
Rolfe Granath has been a PC(USA) pastor for twenty-six years, serving pastorates in Aurora, Colo., and Plano, Texas. He is a clergy coach through Clergy Coaching Services.
