Podcast Episode #580
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Thom and Sam discuss the possible scenarios in which a staff member can transition into a lead pastor role. The discussion considers several perspectives including the internal candidate, external candidate, and potential impact on the church.
The six questions from today’s podcast:
- Will the staff member have a highly visible role in the interim?
- Should staff members resign if they don’t become the pastor?
- Does such a move allow for a better transition?
- Is a known better than an unknown?
- Are alliances formed with the possibility of disappointment?
- Do you communicate the possibility to other candidates?
Other highlights:
- Be very cautious in a season of change. It’s hard to keep being an internal candidate a secret.
- In most scenarios the internal candidate will have to resign, so be prepared to resign.
- If you have an internal candidate then alliances will be formed.
- Talk and pray with your spouse because change is going to happen.
- Do not side step the search process as an internal candidate.
- An external candidate should be made aware of an internal candidate.
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Feedback
If you have a question you would like answered on the show, fill out the form on the podcast page here at ThomRainer.com. If we use your question, you’ll receive a free copy of Scrappy Church.
Thom, I am very grateful for your timing because This is a very timely podcast for me. I have been leading our church through a time of transition over the past year. We had a pastor retire after 4 decades of service immediately followed by an unintentional interim of 8 months. We are currently starting a search committee now and will be moving forward in that process. I have been filling the pulpit in the interim, while, forcing the church to make hard decisions to put themselves on the path of success for the future (mission statement, values, evaluating bylaws and job descriptions, etc). With that being said I have an affinity for the church and its people, although I could see myself in the lead role, I want the church to make the hire that is best for their future, regardless of whether or not that is me. Is there any advice you would give me in this situation?
In our denomination, internal candidate are supposed to be evaluated in the same manner as an external candidate. In fact, many go so far as to recommend a break between being an associate and the lead minister.
As hard as it sounds, it is best in most cases to not raise from within. The potential downside of the internal elevation most often exceeds the benefits.
If a staff person is interested in the senior pastor position, he should be immediately evaluated by the committee before any other candidates are considered. There’s no reason to leave him hanging and an early decision will mitigate the need to resign or it could facilitate a quick transition.
This podcast was very timely for me. Your comments about “no. 1 shouldn’t be doing everything” really resonated with me. I recently resigned my no.2 position because the pastor refused to delegate any leadership responsibilities but steadfastly insisted on himself being in charge of every aspect of the church.