By Abe Funk

“Our congregation needs a new pastor,” Jim, the Board Chair, announced at a hastily called meeting after their pastor of 13 years announced his resignation. 

    “I suggest,” added Bill, the church Treasurer, “That we take some time seeking a new pastor.  We have a number of good speakers in the church who could fill in, and it may even help our bottom line.” 

    “I don’t see what always takes so long to get a new pastor,” interrupted John, the successful owner of a family business.  “You know if this were my business, I’d have someone in place in two weeks.” 

     “I see the pastor—congregation relationship as a complex relationship,” added Dorothy, a Public Relations Director of a charitable organization.  “We have a lot of issues to work through before we are ready to call a new pastor.   We have expressed a great variety of opinions and expectations.  We need to decide what it is we want before we invite a new pastor to come and lead us.” 

    “As a matter of fact,” interrupted Jim, the Chairman, “I talked with our Executive Minister before I came to the meeting.  He asked if he could meet with us to help us through this very important transition.  I suggest that we accept his offer.”

     Many feelings and opinions are expressed when a pastor announces his resignation.  Those who loved him are in a state of shock and grief.  Those who felt that it was time for him to go already have an agenda.  This is no time for a church to make long-term or hasty decisions.

    The pastor-church relationship is a complicated relationship.  It is more like a marriage than an employer-employee relationship.  For this and many other reasons, the transitional period between pastorates is a very important time in the life of any congregation.

LIKE CHAPTERS IN A BOOK

    When I first became a District Minister someone suggested that I take in a Lyle Schaller Seminar designed for regional leaders.  He gave me my first valuable “bag of resources.” 

    He taught me to think of ministry, not in terms of years but as “chapters” in a book.  These “chapters” are marked by significant events such as an outstanding worship service, an anniversary, or a disruptive business meeting.  A pastor’s resignation is such an event.  For a new chapter to begin well, the last one must have closed well.  A new chapter builds on the previous chapter in a book and in the church.

    How should a church handle the transition to the next chapter?  One way may be for the church to engage a transitional pastor.  My observation is that churches that engaged a transitional pastor had a greater chance at beginning a new and fruitful chapter of ministry.  Longer pastorates are normally more fruitful pastorates.  Good transitions have a lot to do with that.

THE TRANSITIONAL PASTOR

    What should the transitional pastor look like?  Ideally, he should be an experienced pastor who has no agenda except to serve a congregation during this transitional period.  If there is any chance that he could become a candidate for the position then he is not a good candidate. 

    He needs to have the ability to listen, to encourage, and where needed, to bring healing to those who may have been hurt.  He should not build a long-term vision; that will be the agenda for the incoming permanent pastor. 

    He is to be like John the Baptist, preparing the way.  The church should set a specific term - from six months to a year.  A failure on the part of a church to engage a transitional pastor may result in the next pastor becoming an unintentional transitional pastor.

WHEN SHOULD A CHURCH ENGAGE A TRANSITIONAL PASTOR?

    A congregation does not always need a transitional pastor.  When the last chapter closed well and the church is in good health the church should proceed in calling a permanent pastor.  There are however times when a transitional pastor should be engaged. 

    Lyle Schaller has outlined six such situations: 1) when a pastor has served one congregation for fifteen or more years, dies, or retires.  2) After fifteen to twenty years of service the pastor moves on to another pastorate or non-pastoral kind of ministry.  3) Where there has been a strong or authoritarian style of leadership and where that style needs to change to a more collaborative style of leadership.  4) Following a young pastor who died.  5) Where there has been a major internal disturbance, declining attendance, and where the pastor was asked to leave.  6) Where there is a need for a major change, or where a major shift in ministry is on the horizon.

     Pastoral transitions are a fact of church life.  The goal should be to encourage longer pastorates with smoother transitions.  The transitional period can be a very productive time for a church.  A good transition can lead to many years of fruitful ministry.  The next chapter can and should be the best chapter in the life of a congregation.

Biography:

In September 2002 Abe Funk concluded forty-four years of active and full-time ministry.  Prior to his retirement he was the Executive Director of the Baptist General Conference of Canada, a position that he held for eighteen years.  Under his leadership the Canadian churches organized in Canada and developed a vision for church planting.  Ministries he helped develop include expanding the ministry to Quebec and Southern Ontario, Global Ministries, Canadian Baptist Seminary under Associated Canadian Theological Schools and the Stewardship Foundation.  During his tenure the number of BGC churches in Canada nearly doubled.  He is currently  serving on the Board of the Evangelical Fellowship of Canada.  Abe is particularly interested in encouraging leaders and in developing new leaders.