Fall is upon us! The leaves are changing, and the air is getting cooler—it’s a beautiful time to be in Kentucky. As we get ready for pumpkin-spiced everything, let’s take a moment to recognize the goodness of God in this new season.
Speaking of new seasons, the Kentucky District is experiencing a season of change. Since the spring of 2022, more than twenty churches have experienced pastoral transitions; four congregations are currently without a pastor, and another is about to be. Many of these churches are facing unique challenges.
There’s often a lack of clarity about how the pastoral search process works, so I want to provide an overview and invite you to pray for our churches as they navigate the transition.
THE PROCESS IS SLOWER
It’s important to understand that the pastoral search process is taking longer than before. Pre-COVID, finding a new pastor typically took five to six months. Now, the average is closer to ten to twelve months.
This issue was a focus of conversation at the recent District Superintendent Conference in Salt Lake City. Since COVID, many pastors have retired, and fewer people are answering the call to vocational ministry. One of my colleagues referred to this shortage as an “epidemic.” No doubt, it’s deeply concerning.
Finding the right pastor is crucial. While it’s possible to find someone to fill the role quickly, placing the wrong person can cause long-term harm to both the pastor and the congregation. I’d much rather endure a longer process than end up with a divided church.
Sometimes, even when everything is done right, challenges arise. Let’s be honest; some parishioners, even those serving in church leadership, often allow personal preferences to guide their hearts over striving for unity. Those individuals are usually easily offended and carry unrealistic expectations, which always makes the search process harder than it needs to be.
In such instances, it becomes the duty of the district superintendent (DS) and church board to offer constructive feedback and accountability in an attempt to keep everyone on the same page. We have a responsibility before God and the church to approach the process with great care and discernment, which means accountability is imperative for all involved.
HOW THE PROCESS WORKS
While the Manual of the Church of the Nazarene allows some flexibility regarding the pastoral search process, the following describes how I typically guide a church through a season of transition.
When a pastor resigns or retires, they notify the district superintendent to discuss the timeline of their exit. Generally, they do this a month or two before their departure date, depending on how much notice they plan to give.
Once I receive word of an intended resignation, I connect with the church board secretary and begin praying about potential candidates. It’s important to note that the church board is not obligated to interview a particular candidate, and I never force a pastor on a church unless they’re in crisis.
CHURCH PROFILE
After a pastor steps down, I meet with the church board to create a church profile. This profile provides potential candidates with key information about the congregation, the community, and the expectations of the role.
The board answers questions such as: What should the next pastor know about the church? What’s the demographic makeup of the congregation? What are the characteristics of the church’s worship services and ministries?
The profile also includes statistics, information about the facilities, local demographics, the financial package, housing arrangements, and the qualities the church is looking for in its next pastor.
After the profile is developed, I ask the church board if they have any candidates in mind on or off the district. This helps me understand what type of leader they believe would be a good fit and gives us a starting point for the search.
CLERGY PROFILE
Next, I contact potential candidates to see if they’re willing to consider the opportunity. I ask for resumes from those who are open to a transition, and I also have resumes on file from pastors who have expressed interest in relocating.
I would never submit a resume to a church if I didn’t think the pastoral candidate would be a good fit and the church board didn’t agree to move forward. The goal is to ensure that both the candidate and the board understand the expectations.
Every ordained and district licensed minister has a profile in the Nazarene database detailing their ministry history, experience, and qualifications. We look for candidates with a strong track record of faithfulness and effectiveness in previous ministry assignments. A history of unresolved or recurring problems in prior assignments is a red flag.
The ultimate goal is finding the right pastor to lead the church well. It’s not just about filling a position but finding the person God has called for a particular congregation.
Note: effectiveness or fruitfulness doesn’t necessarily equate to numerical growth. We all understand the difficulties of pastoral ministries, especially in today’s culture. Yet again, it is troubling when a pastor has had repeated problems in past assignments.
Every DS I know wants the local church to thrive. Leadership matters—as the pulpit goes, so goes the church. Therefore, a potential candidate’s profile is significant in the process. Because finding a pastor isn’t the greatest problem; finding the right pastor is.
After a season of prayer and discernment, the church board and I choose one candidate to interview. I’ve learned that interviewing multiple candidates leads to competition and division within the church. It is inevitable that some parishioners will like one candidate, while others prefer a different option, and so on.
SPIRITUAL DISCERNMENT
Discernment is a vital part of the process. I always remind the church board that we’re not simply hiring a CEO; we’re seeking a shepherd who feels called by God to lead this specific congregation. Therefore, I usually don’t bring resumes to our first meeting.
Once the church board and I agree on a candidate, I reach out to the prospective pastor to gauge their interest. If they’re open to an interview, the process continues. It is also important to note that some pastors may be considering multiple opportunities as they seek God’s direction for their ministry.
When a candidate agrees to visit, the church covers their travel expenses so they can meet with the board, preach, tour the facilities, and become acquainted with the community. I prefer to schedule this visit over a weekend, where the candidate can interview with the board on Saturday, preach on Sunday, and engage with the congregation afterward. This is a good day for a potluck!
After the visit, if the board feels led, they vote to present a pastor’s name to the congregation. If the pastor agrees, an announcement is made in two regularly scheduled services before the vote takes place. Finally, the results are revealed to the candidate, and they have time to pray about whether or not to accept the call.
COMMON CHALLENGES
Some pastoral candidates express interest in a specific church, and that’s okay unless they try to bypass protocol. Sometimes they seem to forget that the process requires approval from both the church board and the DS. Regrettably, if a candidate attempts to bypass either, it usually results in fallout and hurt feelings.
Once, a pastor booked himself to preach on a Sunday and interviewed at a church without me knowing, and he’d only been at his current assignment for a little over a year. This situation caused division in the congregation and on the board. I’ve also had pastors contact church boards directly to inform them that they “feel led” to be their next pastor. When individuals try to circumvent the process, it muddies the water, creates confusion, and never works out like they hope.
Another recurring issue involves associate pastors. While there are times when a church board feels led to consider an associate for the senior pastor role, this is not always the case. Sometimes, a few individuals in the congregation will encourage an associate to apply, but if the board and DS don’t feel it’s the right fit, it won’t happen. I wish they wouldn’t take it personally when this occurs, but they usually do.
I am certainly not opposed to interviewing a staff pastor for the senior pastoral position. Some of the best transitions I’ve experienced are when I walk into a board meeting and they’re unified in calling one of their associates to be the next pastor. Yet, more times than not, this isn’t the case.
It gets tricky with associate ministers. When a pastoral staff member gives an ear to the preferences of a few parishioners, they often start to think they’re next in line for the position. Then they become upset when they aren’t selected for an interview. These scenarios always lead to division as the collective heart of the congregation is overlooked for the preferences of a few.
In times past, I’ve tried to shelter associate pastors from unnecessary hurt when a church board doesn’t want to interview them. Only to learn later that they’re angry because they felt I should’ve pushed their name anyway. Most of the time, they don’t understand that I cannot dictate the process, nor would I.
This saddens me because most churches value their associate pastors in their current roles. I wish they’d remember that just because the church board isn’t unified in moving forward with them as a candidate for the senior pastoral position doesn’t mean they aren’t greatly appreciated.
Associates who become the senior pastor of the church they’re serving typically aren’t looking for it. Instead, they are surprised and humbled when presented with the opportunity.
FINAL THOUGHTS
Patience is vital in the pastoral search process. Trying to force a personal agenda always causes division, ultimately harming the church. Unfortunately, those involved are commonly perceived as a source of church conflict, which hurts their reputation and negatively impacts future opportunities.
My advice: trust God’s timing and be content where you are, knowing that He will open the right doors at the right time. Finally, pray for your church board, district superintendent, and future pastoral candidates as they seek God’s direction for the church.
Brian L Powell 