When asking instead of declaring is the right approach

When a senior or lead pastor abruptly leaves, shock waves of change reverberate throughout the church.

One of the temptations the leadership team must guard against will be to simply hunker-down in a defensive posture in order to endure this painful season. The mind-set can easily be, “The church body has experienced so much change recently, they can’t, or shouldn’t have to handle more.”

And yet, those who have studied and led groups through even painful leadership transitions tell us that this unique season is actually a strategic time to take intentional initiative.

The leadership partners at Praxis suggest that in the disruptive season of leadership transition there are 3 redemptive questions to ask.

Instead of putting the church at further risk, the answers to these questions will “demonstrate love, the bearing of burdens, and keeping of trust”. Some might think these questions will pull the church apart, when actually asking these questions will pull everyone together.

Admittedly, the pursuit of answers to these 3 questions will feel counter-intuitive at a time when everyone in your church is still reeling from the abrupt departure of your senior pastor. But wise leaders will gently, yet firmly, push the envelope and ask the following:

Question 1

Where do we have newly-unlocked freedom to be creative?

To think about being creative and trying new things, right after the senior pastor has left, requires facing the issue of loyalty. It can feel disloyal to consider alternative approaches and ideas when the former pastor had his way and his methods.

Yet no one way is perfect. William Bridges in his book Managing Transitions argues that the season right after the exodus of top leadership is a creative time. “People who are sure they have the answers stop asking questions. And people who stop asking questions never challenge the status quo. Without such challenges, an organization can drift slowly into deep trouble…”

Give permission to those who are your committed stake holders to be innovative and think outside the box. How can we do it better (efficiency)? How can we reach more (effectiveness)?

Question 2

Where are there newly-possible opportunities to restore broken norms, flawed assumptions, hurting people, and inefficient channels.

The abrupt departure of the lead pastor can actually bring clarity. If his quick exit is due to a major moral implosion in his life, then typically his hidden sin was also causing a blindness to other broken matters.

Avoid demonizing him or trying to preserve the memory that he was a saint. The reality is like every pastor, he had his own set of weaknesses and strengths. It’s not unusual for the former pastor’s weaknesses to have been overlooked or endured, but with his leaving, now is the time for objective evaluation.

Gather the leadership team and have an honest conversation that probes with questions like these:

• Is our church’s mission (the way we do church) biblically balanced so that our efforts bring glory to God? How does our church’s ministry measure-up to the Great Commandment and the Great Commission?
• Has our ministry accepted worldly strategies, standards, or outcomes? What role does marketing, spreadsheets, and organizational structure play in our measure of success?
• Have we marginalized or ignored certain people groups within our church? Who is hurting at this time that we know about, and are we oblivious to the pain of others?
• Are we financing and staffing our ministry in the most efficient way possible? What values are behind our resource allocation choices?
• Has there been a consistent theme of dissent or criticism that we never seriously heard? Are we authentically open to listening and considering the perspectives of others?

Question 3

Where can we as leaders take risks, even sacrificial ones, for the sake of others?

It will take a great deal of humility, but does the leadership team need to confess and ask forgiveness from the church about their choices, insensitivity, or blindness?

Has the abrupt departure of the lead pastor revealed any systemic dysfunction in the church which needs immediate attention?

Does the leadership team need to take extra time to make themselves available to listen? Are there individuals or groups within the church who haven’t sensed they had a “voice” and their concerns or needs were really heard?

Are there ministries within the church that need to end? Are there newly opened windows of opportunity for ministry that need to be grasped?

These 3 redemptive questions are part of a unique mindset leaders can bring to the season of leadership transition which will keep the church from just thinking of surviving but rather thriving.

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For a more in-depth evaluation of the leadership transition season and what specific steps need to be taken to shepherd the church well, go to the TRM Store to purchase a copy of the practical workbook “Aftermath: Leading the Church After Abrupt Pastoral Transition”.

If the trauma of pastoral transition in your church needs a more personal touch, consider the consulting options found in the TRM Store. I bring the experience of helping a variety of churches after their senior pastor had a moral implosion.