Transitioning New Pastors

United Methodism practices as “sent ministry.” Our pastors are sent (rather than called) to where they are most needed. We now ask every pastor and receiving congregation to submit a “First Ninety Days” plan. This year each full-time pastor who moved received a letter from me and the DS that stated specific goals and expectations in the first year. District Superintendent, Mike Stonbraker has taken the process another step further. I asked him to describe his creation of the Transitional Team.

The Cabinet and I are attempting to change from just “making appointments” to “making appointments works.” - Will Willimon

Transitioning New Pastors

Transitioning in to a new church appointment can be one of the most stressful events in the life of a pastor, his/her family, as well as the churches. Saying farewell to one family and entering a new church ministry packs a great deal of emotion and anticipation.

From the time appointments are announced until Moving Day, we must live through Annual Conference, sweltering heat, (not to mention one of those pop-up showers on moving day), trying to live out of boxes for the first few days, and our “first Sunday.” Pastors work to unpack their office, begin meeting the new folks, and help the spouse as much as possible. Staff and team meetings are planned, and we begin living out our First 90 Days plan. The new school term begins, football season kicks off, and districts schedule pastor consultations. Before you know it it’s time to start planning the Advent Season.

I have been working on a system with a fresh approach that would begin the transition process much earlier for the incoming pastor and church family. This past year I requested that four churches work with me by creating a Transitional Team to be in place by late March early April. This team would be hand selected by the outgoing pastor and the Chairperson’s of the Pastor Parish Relations and Administrative Board/Council. The team would be composed of a cross-sectional group from the church, to be composed of no more than twelve and no less than six people including the outgoing pastor, the incoming pastor and the two chairpersons.

First the team was asked to schedule a two hour meeting with me. Together we talked about the most pressing issues facing the church’s ministry. Worship, small groups, evangelism, and staff positions seemed to always be placed on the table. We focused on ways to improve these areas while keeping the church moving in a positive, healthy direction. No concern or issue was off limits. Second, we focused on making the transition out and the transition in, smooth and fluid. The team was asked to work closely with the Worship Team on the final Sunday for the outgoing pastor and the first Sunday for the incoming pastor. I asked that both events be prayerful and uplifting through celebration and hope for everyone concerned. I also asked that Moving Day preparations and assistance be made available for both pastors. Finally, scheduled meeting dates were made with the incoming pastor for April and May to assure he/she understood the pressing issues and expectations coming with this transition. But above all I asked that this Transition Team be “cheerleaders” for this time of change and challenge. Learn about the incoming pastor and their family. Spread hope and excitement for the years ahead while praising God for the ministry past. Bring unity and joy for everyone involved. Claim this appointment for what it really is, change and renewal.

I have requested that the Transition Team stay together for one year. They are to meet with me again in August to share updates on how well the team has worked through this transition and how the future year is beginning to unfold. So far the feedback has been very positive. Combining the First 90 Days and the Transitional Team ideas and plans have helped the early days of a new move to be a bit easier and smoother. Pastors are getting their “feet on the ground” much sooner and in the scheme of things understanding their new role and priorities.

This has really helped me as well. I’m learning much more about the individual churches and their desire to grow and make a difference within the community. Will this work? Is there going to be some tweaking? Only time will tell. However, I truly believe that getting more of the church family involved in the positive transition in and transition out is crucial for every church setting.

 

Mike Stonbraker
Northwest District Superintendent

 

 

P.S. I recently noticed that two of our congregations, who have had a recent history of struggling financially and finding it difficult to shoulder their fair share of our connectoinal ministries budget, are now participating at 100%!  Both of these congregations, Liberty Crossing and Highlands (Birmingham) received new, young pastors last June (Wade Griffith and Mikah Hudson, respectively) which makes this progress all the more remarkable.  If you want to know how we've had the best year in four years in regard to connectional giving, this is the primary reason: committed, dedicated pastors who know that the purpose of the church and its ministry is focused outside of the congregation, partaking of Christ's ministry in the world.  Congratulations to all those congregations (more than half of all our churches) who participated at 100% or better!

 

By: Cabinet Members On 2/21/2011
Topics: Weekly Message from the Conference

Comments

1. Bob Brewis wrote on 2/21/2011 9:51:34 AM
One thing that would be helpful would be for the DS to listen to the desires of the SPRC chair / Committee and the incumbent pastor and follow the guidelines written on the NAC web page that states, "It is never appropriate for an individual member of a congregation or even a leader in the congregation who is not the chairperson of the PPRC to independently contact the DS requesting that a pastor be moved or insisting that a pastor stay." I would dare say they know what is best for their local church.
2. Brian White wrote on 2/21/2011 12:04:56 PM
These young, talented, motivated pastors are key. Churches, lay-people (me), and more senior clergy must do all they can to encourage and support these folks who turn away from less challenging, more remunerative professions to follow a call to ministry.
3. Carol Ashburn Roach wrote on 2/21/2011 4:30:19 PM
GREAT idea to have a transition team! I think we at Chestnut Grove could benefit from this idea!
4. Mike Pope wrote on 2/22/2011 11:29:55 AM
The Transition Team was a blessing for me. It helped prepare the way for a smoother than expected move. The Transition Team became a cheerleader for me and really encouraged me. I think it is a great idea.
5. Rick wrote on 2/24/2011 4:28:41 PM
I would like to see the cabinet do more research into the stability of a church before a pastor is sent into a no win situation. Why send a pastor to a church that can’t afford the minimum salary and still be able to pay the apportionments also. This makes for a very traumatic year if the pastor is moved because of money. The family is once again uprooted and spouses are forced to leave employment. I understand Clergy are under an appointment system, but more care could be used in this processes. Make sure the church can afford the new appointment and its obligations at the same time, and don’t take the word of the leaving pastor or leaders. Look at year end reports and financial statements, budgets etc. Especially of the churches that are in a declining situation. Just because they were at 100% apportionments for years before, don’t mean they will continue to do so. Many are depleting all of their reserve resources trying to stay afloat and when the reserve is gone, that’s it. If pay out is more than take in, something has got to give, and it shouldn’t be at the expense of the pastor or especially their family. If the church can’t support its fair share, go ahead and take action, even if it means closing the church. Why draw out the suffering of the congregation longer than necessary?