Intentional Interim Ministry: What & Why The goal of Intentional Interim Ministry The congregation should wisely use the time between pastors to foster a congregational climate and culture that supports and is congruent with the Church's God-given mission. Such a climate is not overly weighed down by the past or "stuck" with unmanaged anxiety about the future. Transition times are both crises and opportunities are both reparative and preparative. During a Transition, members of healthy congregation are growing in knowledge about who they are, where they are going, and why they are here. ++++ They use the time to get ready for the adventure of the next chapter of ministry. When a Pastor Leaves Members of a congregation where a pastor has left will typically fall into four distinct groups. It doesn't matter why he left. He is gone and now the church must deal with the interim time. Every church needs to recognize the potential dynamics that can cause conflict or can help the church during the interim. 1. The glad group. This group is glad the pastor left. They might have appreciated his leadership and even been friends. They might have had some disagreement with the pastor over church programs, church policies, church governance or other problems. These people experience renewed energy when the pastor leaves. They may have taken a back seat during the tenure of the pastor who left; but now they are ready to come forward and take on leadership roles. This group does not understand why anyone would be unhappy with the pastor leaving. This could cause some problems in the interim. 1
2. The sad group. This group has the opposite feelings from the "glad" group. They are really disappointed and may even be depressed that the pastor left. The energy level of this group goes down in the interim. If they are leaders, they may even withdraw from leadership roles. Some may even consider leaving the church because they did not appreciate the conditions under which the last pastor left. Members of this group may feel threatened by the loss of their pastor. For them, the interim is a time of high anxiety. They are not sure what the future holds. This group could never understand why someone would be glad that the pastor left and may be in direct conflict with those who are glad that the pastor left. 3. The "don't-know-what's-going-on group." Many in this group are on the periphery and have no understanding of what happened or that anything happened. In fact, someone from this group may come into church two or three months after the pastor left and ask: "Where is Pr. Jones?" You might be surprised at how many members comprise this group. 4. The accepting group. Usually a good number of people know that a church experiences a life-cycle of a pastor coming and leaving a church. They may have positive or negative feelings about the pastor who is leaving; but they accept the fact that change is inevitable. When a pastor leaves a church, the congregation needs to take some time to help members recognize these different groups and their feelings. No good will come from one group criticizing the other group or groups because of their feelings. A church might need some help in situations where the feelings are of such intensity that conflict has erupted. 2
Not just Interim, Intentional Interim The time between pastors is very significant in the history and life of a congregation. If used effectively, it will help the congregation grow in many ways; if handled incorrectly, it will likely result in the status quo, at best, or even regression. During a pastoral interim, there are inevitable, predictable events or sets of events which time itself will lead every congregation through. There are also things that need to happen or that may happen during a pastoral change which an Intentional Interim Pastor can help the congregation experience so that the choice, arrival, and ministry of the new pastor can be more than it might have been otherwise. Inevitable Events 1. First: Termination a. Terminations can be happy or sad, loving or angry, long-expected or sudden. The pastor or the congregation may have been sending messages (some subtle, some not so subtle) that termination is to take place. Both the congregation and the pastor may be very reluctant for termination to take place. Sometimes termination is brought about by an outside authority. Sometimes termination is clear and complete while at other times it is cloudy, lingering and incomplete. 2. Second: Direction-finding a. Some confusion and panic, even wringing of hands and/or anger, usually result when the pastor leaves. What do we do now? b. The first step is to discover what must be done and how to go about doing it. Prayer is paramount here and throughout the interim. A congregation should also consult with its judicatory. 3. Third: Self-Study a. The congregation needs to access who and what it is and what it needs to be in the future. b. The self-study certainly calls for input from many people. The broader the input, the more accurate will be the resulting picture. c. The members reflect on what is beginning to emerge as a snapshot or sketch of their congregation. As they do this, they may add new insights, test the reliability of what is being said, and see where they themselves might fit into this emerging picture. 4. Fourth: Search a. The congregation may want to start dealing with the potential candidates simply on the basis of how they like them as in a popularity contest. This is not good. 3
b. If the congregation will always return to the results of steps 2 and 3 to stay focused on who they are and where they want to go, finding a pastor to lead them there will be much easier. 5. Fifth: Decision/Negotiation 6. Sixth: Installation 7. Seventh: Start-up 4
The advantage of knowing these Seven Events. 1. Knowing what is likely to happen will aid the congregation in being clearer about what it is doing and in being more patient with the process. 2. Being able to forecast the different events will give the congregation greater power to influence the course of those events, to use them well instead of poorly, and to develop conditions where the new pastorate can be built on the past rather than repeating it. Jesus words in Luke 14 encourage thoughtful planning before undertaking a project, and then proceeding to complete it. 5
Intentional Interim Pastor facilitated Tasks 1. First Task: Coming to Terms With History a. This includes both the positives and the negatives of the congregation s history. In Psalms 105 and 106 the Lord called on the Israelites to remember the greatness of his loving deeds and the depths of their sinful behavior. b. Though we are not bound by the past, we are profoundly shaped by it. The past can hinder the future or fuel a new future. The congregation should look for characteristic problems in the past and choose which to affirm for the future and which to prevent from re-occurring. c. The self-study and Historical time line are great tools with which to accomplish this task. 2. Second Task: Discovering a New Identity a. A congregation may have a fixed idea of who it is and readily ignore the things that an outsider sees immediately. For example, a congregation might define itself as a bunch of young couples bringing up kids. Twenty-five years later with gray and balding heads and grandchildren, they still define themselves in this way. b. Obtaining a detailed demographic description of the congregation s service area is significant. c. Creating a demographic study of the congregation is also significant. d. Producing a current Mission statement and Vision plans are key to congregational identity. e. Developing this enhanced sense of identity will do much to shape the congregation s search for new ordained leadership. 3. Third Task: Allowing Needed Leadership Change a. Over time the lay leadership tends to become rather like the pastoral leadership. Those who see things the way the pastor sees them tend to be attracted to work with him and quite naturally gravitate into leadership of various congregational activities. Those who see things quite differently may tend to withdraw or become the loyal opposition. b. A pastoral vacancy furnishes a marvelous opportunity to be appreciative of those who have filled leadership roles and continue to do so. It is also appropriate to appreciate and understand those who wish to take a back seat, and to open the door for new leaders. 4. Fourth Task: Renewing Denominational Linkages a. The vacancy is a time for other congregations and pastors in the judicatory to rally around and uplift the congregation which is experiencing a vacancy. It is also an opportunity to become acquainted with the wide range of pastors and 6
congregations in the judicatory and to discover different and new ways of doing things which can be adapted or adopted for use in the future. 5. Fifth Task: Commitment to New Directions in Ministry a. The congregation should journey through the Interim and come out i. Having discovered new territory or what is new in the old territory. ii. With a new sense of identity iii. With greater self-competence, iv. With a new or renewed direction, v. With the confidence that the new pastor fits the needs of the congregation for its next stage of ministry and mission vi. With a greater understanding of what it means to be a congregation of your denomination in your town, and what your heritage has for you and for others. 6. All these tasks are worth doing and worth taking the time to do well. Whatever your hand finds to do, do it with all your might. (Ecclesiastes 9.10) Soli deo gloria 7