by Nancy Moore
As pastor search and succession specialists, NL Moore & Associates works with churches across the country to move effectively through the call of a new pastor. Our work builds on the successful 25-year consulting career of Russ Crabtree, co-author of the book, The Elephant in the Boardroom: Speaking the Unspoken about Pastoral Succession. Russ initially trained and certified me in his methodology of succession planning. These principles on managing change in the church remain impactful and true today.
Church leaders and associate staff members are called on to stand in the gap with people during the pastor search. So, what’s the best way to guide your church effectively?
People respond differently to change in the church. As leaders, we must come toward them with a spirit of understanding and gentleness. They need leadership to shepherd and guide them with compassion.
The eight P’s of managing change in your church
- Perception – Different people have differing perceptions about what change will mean. Some people bring baggage with them from prior experiences. Some may be inexperienced with change in the church and feel disoriented or fearful about what it “could” feel like.
- Psychology – There is a psychology at work in seasons of change, and individuals will experience different psychological responses to change. This is a normal and natural part of the human experience. There is no way a congregation can experience a uniform response to change. Leaders are helped when they embrace this reality.
- Purpose – The congregation will need to be reminded about the purpose of this change. They need reassurance that God has a purpose for every season in our lives and will use this season for His good purpose.
- Picture – It is helpful to paint a healthy picture of change for the people. Word pictures and descriptions of being in the change together can be helpful. “We are all in the same boat.” “You are not alone.” “We will weather this season together.”
- Plan – The congregation wants to know leadership has agreed to a plan. Even if all the details are not clear, it is important for them to know leadership is praying, planning, leading, and guiding the congregation toward the future.
- Process – The congregation wants to know they will be included in the process of change and that leadership is committed to using a good process. People trust a process that is transparent, understandable, and inclusive of their input.
- Participation – The people want to participate in the process of choosing a new pastor, which means the process must invite them and be accessible to them. This is especially important in congregationally governed churches or churches with limited organizational memory of pastor selection. NL Moore & Associates offers a congregational online health assessment that is an excellent first step in an open, participative pastor search process.
- Pray – It is essential for church leaders to encourage the congregation to pray for God’s wisdom, guidance and protection for the church during seasons of pastor search. Invite them to share in the challenges and opportunities that come with the process. This is another way in which all the people are encouraged to participate in and gain trust in the pastor search process.
As a general rule, plan to overcommunicate during the pastor search. Our research shows that only 25 percent of members clearly agree leaders are doing a good job communicating with them during a pastor transition.
As staff members and church leaders, what is our response?
- Pray for people
- Understand these realities
- Trust God
- Overcommunicate
- Accept the imperfection of the process—not everyone will be happy
- Don’t take it personally when people struggle
- Avoid group think—encourage one another to keep thoughts on the appreciative/positive big picture
If you would like to learn more about Nancy Moore or NL Moore & Associates, please reach out to us.