Time to Move

Some rights reserved by phil_g

Like so many other people, I have been greatly encouraged over the years by the work of Focus on the Family. This past week I read an article by one of their writers, John Barner entitled, "When Is It Time to Look for Another Place ofMinistry?" He begins by noting the present high turnover in today's church world which he describes as "alarming to say the least."  If his latest set of stats are accurate and the average minister is only staying about two years in one place, the trend is getting progressively worse.

Barner goes on to say that a variety of reasons can account for the extreme turnover rate. His initial explanations revolve around two observations. He suggests, first, that some pastors are simply not equipped to deal with conflict--hence, they leave--or, that pastors are looking to better their standard of living with its added influence and recognition. Hence, they leave. Barner then asks, should the trend and whatever motives are driving them be viewed as good, bad, or indifferent? After acknowledging that sometimes ministers are running from situations they should have stayed with, and therefore are running from what God intended for their good and their growth, he concedes rightly that there are legitimate reasons when moving is the right thing to do.

Barner's 3 reasons for moving on:

1.    When leaders in the church are unwilling to negotiate on important issues.

2.    When his family is adversely affected due to abusive and demanding tactics of ungodly opponents--this which should be considered absolutely unacceptable.

3.    If the church cannot or will not take care of the minister's financial needs.

My initial response is to "Amen" what Barner wrote and offer some additional observations and considerations.

1. Determine the purpose in the pastorate. Sometimes, a seminary student is serving a small congregation that has for years demonstrated unhealthy dynamics. Leaving there for any of the given reasons seems perfectly acceptable. Nevertheless, the question needs to be asked, "What is God's purpose in this place for the church and the minister?"

Years ago in my first pastorate I had a difficult situation arise with an obstinate leader. Dr. James Eaves gave me some advice: "Determine if this is a long term assignment from God for you. If yes, you'll need to use dynamite to remove the stump; if not, just plow around him knowing that your days there are numbered." Good advice.

Yet, I am very much aware that any great work for God may take years of commitment and the pastor or minister who is not invested in the long haul will very likely be perceived as a hireling rather than a shepherd. It is a risky decision to put down roots with a congregation. So, what can be done to maximize the potential long-term successful relationship between pastor and people?

2. Be thoroughly honest in the interview phase. Coupled with that, I encourage my students to draw up a "memorandum of understanding" with a new congregation which the entire church approves when the new pastor is called. This minimizes any misunderstandings. Sadly, I have seen search committees make promises to pastors they do not have the authority to keep. In the process of leaving a pastorate where I had served for over two decades, I received an interesting letter from a naive but well-meaning lady. In the midst of conflict, she wrote me and said, "when you came, we wanted a preacher, not a leader who would make changes." In a nutshell, here are seeds of misunderstanding planted years before that returned to bear some bitter fruit. Longer tenures in pastorates build stronger churches in the long haul. These start with clear understandings with the pastor and congregation on the front end.

In my next post I'll address this question: "When is it time to leave?"