The Pastor Nominating Committee (PNC) tells Joe that the church wants to start using contemporary worship forms. He tries some that worked well in his previous church. After two months, there’s an uproar!
Susan, a new associate pastor, is assigned to work with the youth and a liberal young couples group. Her “liberal” ideas outrage some powerful conservative leaders.
Alex is confused by Session’s inability to reach decisions on anything potentially controversial. He asks himself, “What happened?”
From conversations with the PNC, you thought that you had a really good understanding of the church. You had great ideas for fulfilling their dreams. But things fell apart! Did the PNC lie or misrepresent the situation?
I have worked with or known pastors who have found themselves in all kinds of difficulty because they didn’t take time to understand the inner dynamics, i.e. the system, of their new church. They didn’t know who the real leaders were, the untouchable practices or rooms or furniture, what landmines to avoid.
Unexpectedly, they had to seek a new call.
How might you avoid these missteps?
The questionnaire below has helped me understand a new church. Several clients, pastors new to a church as pastor, associate, or interim, have found it helpful. One could use it to interview a PNC in the final stages of discussion.
Interview 25 – 35 leaders using these questions and then analyze your results. Share your insights with leaders. Describe reality as you see it. Explore questions and confusions. What are the norms of the congregation? What landmines have you uncovered?
Here are the questions with reflections about what you might discover.
A Form for Interviewing Leaders early in a Pastorate
Date:
Person: (Or group and its members. Assure them their answers will be confidential)
Tell me about a time …
1. when you felt especially proud of some members or leaders of your church — you felt they were really following Christ.
This will give clues about the heroes and heroines — and what they did. What and who does this church honor and respect?
2. when you were disappointed with members or leaders.
Listen for stories about how your predecessors disappointed this person. What do they tell you about the church’s norms and its expectations for pastors? Are people supportive or critical?
3. when the church was particularly creative and exciting, you knew the Holy Spirit was at work.
Similar to #1, this tells about where the Spirit is working now.
4. when fellow members were especially helpful to you.
This gives an idea of the kind of mutual care people expect and receive.
5. when being part of the church helped you deepen your faith.
Is growing in faith an important value? Who leads in this process? What is the excitement level?
6. when church members resolved a conflict or difference effectively so that they exemplified the grace of Christ.
What are norms around conflict? Do they even deal with conflict at all? How did former pastors handle differences? What do they expect of you?
7. Tell me why you’re glad you’re part of this church.
This gives important clues to the church’s strengths and challenges. It tells you whether leaders are close to burnout.
8. What makes people anxious?
This is really important. Again, listen to what they say about previous pastors. It also tells you about what’s going on in the community.
9. Why did you join this congregation instead of another church? (Did you try other churches?)
10. How was it becoming part of this church — how easy was it to move from surface conviviality to deep friendship? (Or are you at the deep friendship stage?)
These two questions tell you about whether this church has a spirit of welcome or simply a surface conviviality. Vital churches demonstrate warm hospitality.
11. What have you especially valued about your pastors and other church staff (be specific)?
Though this elicits positive regard, inevitably people will bring up old gripes. Note them, but push people to be aware of what they have valued.
12. What chronic frustrations or differences do you hope I can help the church deal with?
This could open a big box, but listen anyway. Be clear that at this point you’re listening and learning, but there is no way you can handle everything.
13. Who are those you especially respect as leaders?
After doing 25 or so interviews you’ll have identified the real leaders.
14. Complete this sentence: “God is calling this church to be … ”
This gives an indication of their sense of the church’s identity. It should correspond closely with the mission and vision study done in preparation to seeking a pastor.
15. What do you think God wants your church to emphasize in the next 3-5 years?
Similar to the preceding question, this gives an idea of the consensus around the church’s stated priorities. This is critical to setting your priorities.
16. What else do I need to know in order to thrive in this church and community? One friend reflected on the culture shock he experienced in moving from the D.C. metro area to a small city in the Midwest. “No matter where I am, I’m always on duty,” he mused. “I almost always run into someone who knows who I am!” He had to adjust to being much more visible.
17. Any other concerns or suggestions?
You may get nothing from this question, but it opens the door. If something does come up, listen for parallels in responses from others.
Try using this questionnaire, adapting the questions as you deem best. Listen and learn. It will help you avoid landmines, build a stronger leadership team, and thrive in your new church.
For an electronic copy of the questionnaire, e-mail me at [email protected].
Bob Harris is a semi-retired pastor, a member of National Capital Presbytery. He now coaches pastors to be better leaders. See his Web site: www.bobharriscoaching .com for more information.
