Every church will have to go through the crucible of finding a new pastor. Pastors often exit for various reasons, including better opportunities, retirement, a poor fit with the church, or, sadly, death or moral failure.
Losing a pastor is hard for any church. People gain a sense of stability and comfort from hearing their pastor teach them the Bible each week. They also have had the pastor there during difficult times in their lives. This creates a void.
The Reality and Challenge of a Long Pastoral Search
Finding the right fit is essential for a church when navigating a pastoral search. There is a tendency to rush into finding a pastor to regain that sense of comfort once again. The only thing worse than not having a pastor is having the wrong fit in a pastor.
For some churches, the search may take much longer than anticipated. This could have a negative impact on the church if the lay leadership, staff, and network/denominational leaders do not handle this situation correctly. There could be a loss of givers, and the ability to retain first-time guests could be hindered.
Reframing a Lengthy Search as an Opportunity
However, if a long pastoral search is navigating correctly, it could be leveraged to help the church. This may seem like a paradox that a lengthy pastoral search could benefit the church. The cliché, “there is an opportunity in every problem,” is true.
Finding Purpose in a Long Pastoral Search
There is a story that illustrates this point. A shoe salesman was sent to sell shoes in small rural villages. He sent a text to his boss saying, “I am coming back and quitting. No one wears shoes in these villages.” The boss sent another salesman out to the same villages. The salesmen called him after the first day with excitement. He said, “This is a goldmine! No one wears shoes here!” Each person had the same problem. One saw an opportunity and another just saw an obstacle. The church leadership must see the opportunity in a lengthy pastoral search. Obstacles can become opportunities with this mindset.
Adopting the Right Posture During a Long Pastoral Search
To capitalize on these opportunities, the leadership must also have the correct posture. They need to use this time to come together to pray. Prayer helps leaders see opportunities. It opens the eyes to see everything as God sees it. During a seemingly difficult time like this, coming together to pray as a leadership team and a congregation can be incredibly unifying. It can reignite the spiritual fervor of the church to trust God. This can also be a time when they are exhorted to live out the Scriptures in obedience. There are so many encouragements in Scripture about trials, patience, and trusting God. This is a perfect time to live this out.
Ways to Leverage a Lengthy Pastoral Search
Here are several ways to leverage opportunities during a lengthy pastoral search:
1. Engage the Congregation During a Long Pastoral Search
There are two reasons why people stay at churches longer than they sometimes want to stay. The reasons are that they feel needed and they are known. They have a job and they have friends. This is when a church can put the “shoulder tap” principle to work: simply tapping someone on the shoulder to let them know they are valued, gifted, and needed in a specific area. This is a time to help those in the congregation who are not serving to step up. It is also a time for those involved to take on greater roles. Some people may be skilled at speaking or sharing the Scriptures who did not have the opportunity when there was a full-time pastor. This is a wonderful chance to allow some leaders “in-house” to serve in a pulpit teaching role.
2. Invite a Variety of Guest Speakers
A congregation becomes accustomed to hearing one primary voice. They may not have the opportunity to listen to other types of preachers or different styles of preaching. Some pastors may be expository while others are creative and topical in their approach to writing content. There are also varying delivery styles, such as those who prefer a teaching approach and others who are more demonstrative in a preaching style. This may be particularly important in a pastoral search, as the congregation may not know what they truly desire if they have had a single primary style for many years.
Guest speakers can help the congregation get a broader perspective. It would be essential to have other pastors preach and then share what has made their church successful. This could be accomplished over lunch with church leaders. The congregation doesn’t just need a preacher; they need a leader who will lead the congregation with vision and passion. Obtaining more perspectives on ministry programming may also help church leadership identify what they would like in their new pastor.
3. Reassess and Refocus Church Health in a Long Pastoral Search
This would be a perfect time to have a ministry coach or consultant to help the church leadership answer the questions, “What is going right and what’s not? What used to work but is no longer? What have our 5-year trends in attendance, giving, salvations, volunteers, and baptisms looked like?”
Churches are in one of three phases: Growing, plateaued, or declining. This is an opportunity for the church leadership to honestly assess where they have been and in which direction the church is trending. This type of evaluation will also help the church see what it may need in a new pastor. If the pastor has been in place for a long time and has grown with the church, then this may be the time when the church needs to consider a younger pastor who can bring a fresh vision, rather than simply continuing the routine for the sake of comfort.
4. Connect with Networks or Use a Search Firm to Expand Your Candidate Pool
Another opportunity is to connect with various church networks to identify potential candidates who could be a good fit. There are numerous interdenominational and non-denominational networks. Most denominational churches only want to look inside their own camp. The reasons are obvious, and most are valid. However, looking outside will give more candidates to choose from. If the candidate is not currently part of that denomination but is willing to adopt its core values and theological beliefs, then that would be a huge win. This will also help the church become more connected beyond its own “bubble.” Having candidates with a broader perspective on church ministry can be highly valuable to the church’s continued growth.
Turning a Long Pastoral Search into a Strategic Opportunity
Navigating a pastoral search is a difficult task. Navigating a lengthy pastoral search is a much more challenging task. If it is not handled correctly, the church could lose momentum and key members. This is why leadership needs to develop a plan for engaging their congregation in more involvement, as we all strategically reassess our current position and anticipate the church’s future direction. The seemingly insurmountable obstacle can become an instrumental opportunity with the proper perspective, paired with a well-thought-out plan. If this opportunity is approached correctly, then the church itself could be positioned in a much better place for a new pastor to come in and see fruit. This will ultimately be a season to trust God through intentional and active prayer. This can be a testimony of seeing God’s faithfulness in a time of waiting.
Frequently Asked Questions
Here are some common questions church leaders and pastoral search committees might ask:
1. What role can guest speakers play during a long pastoral search?
Guest speakers are a valuable asset to churches during pastoral searches, as they provide the congregation with spiritual nourishment. Guest speakers also expose church members to different teaching styles and leadership voices, thus allowing church leaders and members to clarify which traits they desire in a new pastor.
2. How can a long pastoral search help us reassess our church’s direction?
What kind of leadership are you looking for? Use this interim time to evaluate your church community’s needs and growth (attendance trends, giving, salvations, and baptisms). Is your church growing, declining, or has it plateaued?
3. How do we maintain momentum and morale among staff during an extended search?
- Be transparent: Hold regular check-ins to facilitate open communication and celebrate small victories.
- Assign temporary roles to your staff or set up interim leadership structures to help clarify responsibilities.
- Encourage spiritual health practices, such as prayer, retreats, and Sabbath rhythms. These can be focused on the pastoral search, but they can also easily turn your church community’s attention to physical needs.
- Offer emotional support, including through peer groups or outside counseling resources.
4. Should we consider an interim pastor during a long pastoral search?
A pastoral search can be expected to last between 6 and 12 months. Consider hiring an interim pastor who can provide consistent leadership and pastoral care to the congregation. An interim pastor can also help church leadership navigate internal challenges and prepare the church for a culture shift. Hiring a temporary pastor for this time also reduces the pressure to rush your pastoral search process.
Was this article helpful? You might also enjoy:
