We see things differently.
Every church and faith-based organization has a distinctive culture as well as unique challenges and opportunities that must be considered when making key decisions. These distinctions matter. The best transition plan or most qualified candidate will only succeed when there is “fit” to the culture. Why?
Because “culture eats strategy for lunch.”
Your culture influences everything about you. If your culture is healthy and well-prepared, even long-tenured leadership change can be life-giving and celebratory. If your culture is unhealthy or unprepared, your transitional journey may feel bumpy, difficult and take a little longer. Our approach informs you about your options and empowers you to skillfully navigate this critical time with support, confidence and the wisdom of experience.
We see things differently.
Every church and faith-based organization has a distinctive culture as well as unique challenges and opportunities that must be considered when making key decisions. These distinctions matter. The best transition plan or most qualified candidate will only succeed when there is “fit” to the culture. Why?
Because “culture eats strategy for lunch.”
Your culture influences everything about you. If your culture is healthy and well-prepared, even long-tenured leadership change can be life-giving and celebratory. If your culture is unhealthy or unprepared, your transitional journey may feel bumpy, difficult and take a little longer. Our approach informs you about your options and empowers you to skillfully navigate this critical time with support, confidence and the wisdom of experience.
What does it mean
to be evidence-based?
Intuition is good. Evidence is better. Our evidence-based approach provides the way we understand the nuances of your story – challenges, potential and aspirations. We listen to you – congregation, staff and leadership. Then we use the evidence gathered to inform the options and choices in next steps: whether the selection of a new pastor, the succession of a long-term leader or recommendations that position you for missional momentum. Key ideas of our evidence-based approach include:
• No two churches are the same. Each congregation has different strengths, needs, expectations, doctrinal nuances, programs, demographics, etc.
• Evidence comes through the voice of your own people telling us about their experience, values and priorities. This is balanced with leadership perspectives related to vision and strategy.
• Evidence of existing leadership team strengths and gaps are considered so the resulting profile fits the church, role AND team.
• Evidence of candidate fit is found via two objective assessments. When coupled with robust interviews and references on education, experience and theology, the result is a highly aligned candidate pool.
• The right candidates are motivated to engage your opportunity. They recognize themselves in the profile, particularly those who are not out “looking.” They like knowing we care as much about their fit as their qualification.
• Evidence moves us all from intuition to information. It reduces the risk of a wrong hire, and maximizes the potential for a great, long-term fit for both the church and the pastor.
"And this is my prayer: that your love may abound more and more in knowledge and depth of insight.”
Philippians 1:9
What does it mean to be evidence-based?
An evidence-based approach is a way of looking at the unique circumstances, story and journey of each congregation and using those insights to inform us about the best way to achieve the desired outcome – whether finding a new pastor, navigating the transition of a long-term leader, or working with a board/team in setting the right vision and strategy for missional momentum. Two churches of a similar theology, worship style, demographic, and program ministry will have very different needs and expectations when it comes to their pastor and church leadership. Our evidence-based approach offers an effective way to gather insight into your congregation’s values and priorities. It begins with listening to the voice of your own people as they tell us about their experience. We balance their perspectives with overarching leadership objectives related to vision, strategy and future plans. We also care deeply about maximizing the pastors and staff team, so we synthesize in the evidence of the strengths already at work around the leadership table so that “fit” is assessed to the position, team and culture of the church. The result is an ideal candidate profile that provides a well-defined target that is used to tell your story and identify a highly aligned candidate pool. This proprietary evidence-based approach attracts top talent. The right candidates are motivated to engage when they recognize themselves in the profile (even when they are not actively “looking”). It also minimizes the risk of a wrong hire by focusing on multiple dimensions of “fit.” In essence, an evidence-based approach delivers exceptional results that meet or exceed the expectations of the process. Sixty percent of our clients re-hire us for additional projects. Now that is evidence!
What does it mean
to be evidence-based?
Intuition is good. Evidence is better. Our evidence-based approach provides the way we understand the nuances of your story – challenges, potential and aspirations. We listen to you – congregation, staff and leadership. Then we use the evidence gathered to inform the options and choices in next steps: whether the selection of a new pastor, the succession of a long-term leader or recommendations that position you for missional momentum. Key ideas of our evidence-based approach include:
• No two churches are the same. Each congregation has different strengths, needs, expectations, doctrinal nuances, programs, demographics, etc.
• Evidence comes through the voice of your own people telling us about their experience, values and priorities. This is balanced with leadership perspectives related to vision and strategy.
• Evidence of existing leadership team strengths and gaps are considered so the resulting profile fits the church, role AND team.
• Evidence of candidate fit is found via two objective assessments. When coupled with robust interviews and references on education, experience and theology, the result is a highly aligned candidate pool.
• The right candidates are motivated to engage your opportunity. They recognize themselves in the profile, particularly those who are not out “looking.” They like knowing we care as much about their fit as their qualification.
• Evidence moves us all from intuition to information. It reduces the risk of a wrong hire, and maximizes the potential for a great, long-term fit for both the church and the pastor.
"And this is my prayer: that your love may abound more and more in knowledge and depth of insight.”
Philippians 1:9
What does it mean to be evidence-based?
An evidence-based approach is a way of looking at the unique circumstances, story and journey of each congregation and using those insights to inform us about the best way to achieve the desired outcome – whether finding a new pastor, navigating the transition of a long-term leader, or working with a board/team in setting the right vision and strategy for missional momentum. Two churches of a similar theology, worship style, demographic, and program ministry will have very different needs and expectations when it comes to their pastor and church leadership. Our evidence-based approach offers an effective way to gather insight into your congregation’s values and priorities. It begins with listening to the voice of your own people as they tell us about their experience. We balance their perspectives with overarching leadership objectives related to vision, strategy and future plans. We also care deeply about maximizing the pastors and staff team, so we synthesize in the evidence of the strengths already at work around the leadership table so that “fit” is assessed to the position, team and culture of the church. The result is an ideal candidate profile that provides a well-defined target that is used to tell your story and identify a highly aligned candidate pool. This proprietary evidence-based approach attracts top talent. The right candidates are motivated to engage when they recognize themselves in the profile (even when they are not actively “looking”). It also minimizes the risk of a wrong hire by focusing on multiple dimensions of “fit.” In essence, an evidence-based approach delivers exceptional results that meet or exceed the expectations of the process. Sixty percent of our clients re-hire us for additional projects. Now that is evidence!
Our Process
1. Gather Evidence
We listen to your story. This approach is participatory, inclusive and transparent. It facilitates a sense of “ownership” and unity within the church. When people feel heard on the front end, they support the result at the finish line.
2. Create A Profile
We help you define your target. We all have ideas about what we want, but we help you move from intuition to information about what your church needs.
3. Find Candidates
We know pastors and take an active approach to finding them. We have an exceptional team of researchers, an extensive database and national network that helps us make the right connections.
4. Assess Candidates
We know the right fit isn’t just about what is on the resume. Our team spends 6-8 hours with each candidate including interviews, objective assessments and referencing to identify the evidence of fit to your unique position, church and culture.
5. Present Candidates
Each step of the way, we are working with your search team to develop an excellent, comprehensive interview plan. After presentation, they will interview a prequalified pool of candidates, minimizing the risk of getting it wrong.
6. Finalize Selection
We possess the experience to help you move through the selection process efficiently and effectively. The calling of a pastor is a spiritual endeavor, and we gladly give Him the glory for the good results.
1. Gather Evidence
We listen to your story. This approach is participatory, inclusive and transparent. It facilitates a sense of “ownership” and unity within the church. When people feel heard on the front end, they support the result at the finish line.
2. Create Profile
We help you define your target. We all have ideas about what we want, but we help you move from intuition to information about what your church needs.
3. Find Candidates
We know pastors and take an active approach to finding them. We have an exceptional team of researchers, an extensive database and national network that helps us make the right connections.
4. Assess Candidates
We know the right fit isn’t just about what is on the resume. Our team spends 6-8 hours with each candidate including interviews, objective assessments and referencing to identify the evidence of fit to your unique position, church and culture.
5. Present Candidates
Each step of the way, we are working with your search team to develop an excellent, comprehensive interview plan. After presentation, they will interview a prequalified pool of candidates, minimizing the risk of getting it wrong.
6. Finalize Selection
We possess the experience to help you move through the selection process efficiently and effectively. The calling of a pastor is a spiritual endeavor, and we gladly give Him the glory for the good results.
Our work is guaranteed.
If your selected candidate leaves the position within the first year for any reason other than the church’s failure to meet its obligation to the candidate, NL Moore & Associates will redo the search for free (except for direct expenses). We have offered this guarantee for as long as we have been in business and never had to fulfill it.