Pastor Transitions: A Guide to Healthy Leaving in the United States

1. PASTORAL TRANSITIONS Sponsored By: The Office of Church Life & Health Rev. Elder Lillie Brock Director Rev. Elder Ken Martin DirectorRev. Stedney PhillipsChurch Life Specialist IN THE UNITED STATES The Office of Formation & Leadership Development Rev. Elder Dr. Mona West,DirectorRev. Dr. Kharma AmosAssociate Director

2. WELCOME & INTRODUCTION WE ARE GRATEFUL FOR YOUR PARTICIPATION Note: Throughout this presentation, you may type your questions into the chat window. We will collect them and answer as many as possible during the Q & A session at the end.

3. Metropolitan Community ChurchesOrganization Chart Moderator: Rev. Dr. Nancy Wilson Governing Board Moderator: Rev. Dr. Nancy Wilson Administrative Support Linda Brenner-Beckstead International Task Force Senior Leadership Team Office of Formation and Leadership Development Director: Rev. Dr. Mona West Office of Operations Director: Barb Crabtree Office of Emerging Ministries Director: Rev. Elder Darlene Garner Office of Church Life and Health Directors: Rev. Elders Ken Martin & Lillie Brock

4. PASTORAL TRANSITIONS IN THE UNITED STATES An Overview

5. OVERVIEW • Few things have greater impact on the life of a church than when a pastor leaves. While there are a variety of reasons that pastors leave a church, there are clear stages that make up the process for the church in the days, months and years that follow a pastor's leaving.

6. STAGE ONE: HEALTHY LEAVING 1

7. STAGE ONE: HEALTHY LEAVING • While not every pastoral leaving is healthy, that is certainly the goal. It is incumbent on all parties (pastor, church, denomination) to work toward that end even in the most challenging situations.

8. STAGE ONE: HEALTHY LEAVING • While not every pastoral leaving is healthy, that is certainly the goal. It is incumbent on all parties (pastor, church, denomination) work toward that end even in the most challenging situations. • This stage can include: • Planning healthy goodbyes, celebrating relationships, acknowledging accomplishments

9. STAGE ONE: HEALTHY LEAVING • While not every pastoral leaving is healthy, that is certainly the goal. It is incumbent on all parties (pastor, church, denomination) work toward that end even in the most challenging situations. • This stage can include: • Planning healthy goodbyes, celebrating relationships, acknowledging accomplishments • Damage control, moving things toward a quick end with as little damage as possible to the church, individuals and the pastor involved.

10. STAGE ONE: HEALTHY LEAVING • While not every pastoral leaving is healthy, that is certainly the goal. It is incumbent on all parties (pastor, church, denomination) work toward that end even in the most challenging situations. • This stage can include: • Planning healthy goodbyes, celebrating relationships, acknowledging accomplishments • Damage control, moving things toward a quick end with as little damage as possible to the church, individuals and the pastor involved. • Onsite assistance to deal with grief or crisis management

11. STAGE ONE: HEALTHY LEAVING • While not every pastoral leaving is healthy, that is certainly the goal. It is incumbent on all parties (pastor, church, denomination) work toward that end even in the most challenging situations. • This stage can include: • Planning healthy goodbyes, celebrating relationships, acknowledging accomplishments • Damage control, moving things toward a quick end with as little damage as possible to the church, individuals and the pastor involved. • Onsite assistance to deal with grief or crisis management • Navigating a congregational split that centers on the pastor.

12. STAGE ONE: HEALTHY LEAVING • In an ideal world, pastor and church notify the Office of Church Life and Health that they are thinking about leaving so that there is ample time to plan a healthy leaving as well as beginning the process of discernment about the interim time. • In other situations, the goal is simply to minimize hurt and damage and help the church and pastor move to their next step.

13. STAGE ONE: HEALTHY LEAVING • When a pastor leaves he or she should be in contact with the Office of Formation and Leadership Development to determine the status of their active clergy license. The OFLD is also available to work with the clergy person around discerning next steps in ministry including career mapping. • In the event of conflict over a pastoral transition, the church and pastor can request help from the OCLH which might include an Intervention Plan, or contact the OFLD for a ‘support consultation’ under the guidelines of the new Judiciary process.

14. STAGE ONE: HEALTHY LEAVING • Time Line: • This stage usually encompasses somewhere between 2-4 months.

15. STAGE ONE: HEALTHY LEAVING • Time Line: • This stage usually encompasses somewhere between 2-4 months. • Resources: • Guidance from Church Life and Health • Coaching for departing pastor • Guidance for clergy from the Office of Formation and Leadership Development, Support Consultation for church and clergy person. • OCLH will provide sample Intervention Plan if situation calls for it

16. STAGE TWO:THE INTERIM OR IN BETWEEN TIME 2

17. STAGE TWO: THE INTERIM OR IN BETWEEN TIME • This stage encompasses everything that needs to happen for a church BEFORE calling a settled pastor. Every church is unique in some ways during this time which is why it is so important to assess where the church is at the moment a pastoral transition takes place.

18. STAGE TWO: THE INTERIM OR IN BETWEEN TIME • This stage encompasses everything that needs to happen for a church BEFORE calling a settled pastor. Every church is unique in some ways during this time which is why it is so important to assess where the church is at the moment a pastoral transition takes place. • This stage can include: • An assessment of congregational health, level of conflict, financial health, impact of previous pastor (positive and negative), function and health of staff, strength of lay leadership (especially the board), reputation in the community, congruence with size, etc

19. STAGE TWO: THE INTERIM OR IN BETWEEN TIME • If there has been significant conflict or crisis, it may be important to begin some kind of process immediately that begins the healing process.

20. STAGE TWO: THE INTERIM OR IN BETWEEN TIME • Different kinds of interim pastoral leadership might be indicated: • Long term intentional interim who helps church through the five developmental stages of the interim time and is not allowed to apply for the permanent position.

21. STAGE TWO: THE INTERIM OR IN BETWEEN TIME • Different kinds of interim pastoral leadership might be indicated: • Long term intentional interim who helps church through the five developmental stages of the interim time and is not allowed to apply for the permanent position. • Shorter term interim who assists in some grieving and new identity processes but does so as the church proceeds with pastoral search.

22. STAGE TWO: THE INTERIM OR IN BETWEEN TIME • Different kinds of interim pastoral leadership might be indicated: • Long term intentional interim who helps church through the five developmental stages of the interim time and is not allowed to apply for the permanent position. • Shorter term interim who assists in some grieving and new identity processes but does so as the church proceeds with pastoral search. • “Lease with option to buy” - this might be used in situations where the interim can do some interim work but might also be good to remain on a permanent basis.

23. STAGE TWO: THE INTERIM OR IN BETWEEN TIME • Different kinds of interim pastoral leadership might be indicated: • “Gap Interim” – this might be used in situations where there may be illness, sabbaticals or other needs that might have a pastor leave for 3-4 months; or if placing an interim looks like it might take longer than the goal of 3 months.

24. STAGE TWO: THE INTERIM OR IN BETWEEN TIME • Different kinds of interim pastoral leadership might be indicated: • “Gap Interim” – this might be used in situations where there may be illness, sabbaticals or other needs that might have a pastor leave for 3-4 months; or if placing an interim looks like it might take longer than the goal of 3 months. • Longer term interim who does work of interim but is doing it in the context of a fairly healthy system and might be allowed to apply for the permanent position.

25. STAGE TWO: THE INTERIM OR IN BETWEEN TIME • The primary work of the interim time, no matter the circumstances, is for a church to do the hard work of discerning who they are and are called to be in the absence of the former pastor.

26. STAGE TWO: THE INTERIM OR IN BETWEEN TIME • Time Line: • This stage can take anywhere from 6 - 24 months.

27. STAGE TWO: THE INTERIM OR IN BETWEEN TIME • Resources: • Assistance with assessment • Guidance from Church Life and Health and Elder • Identification of appropriate Interim • Interim Appointment • Interim Supervision • The Process of Interim Appointments • Interim Process Diagram • Sample Work and Compensation Contracts

28. STAGE THREE:PASTORAL SEARCH PROCESS 3

29. STAGE THREE: PASTORAL SEARCH PROCESS • While the Interim process may still be ongoing, there comes a point when the congregation is ready to proceed with the search for a settled pastor. The work of the interim time should significantly inform the pastoral search.

30. STAGE THREE: PASTORAL SEARCH PROCESS • This stage includes: • Convening the Pastoral Search team

31. STAGE THREE: PASTORAL SEARCH PROCESS • This stage includes: • Convening the Pastoral Search team • Studying and following the Pastoral Search Manual

32. STAGE THREE: PASTORAL SEARCH PROCESS • This stage includes: • Convening the Pastoral Search team • Studying and following the Pastoral Search Manual • Working with the Office of Church Life and Health throughout the process

33. STAGE THREE: PASTORAL SEARCH PROCESS • This stage includes: • Convening the Pastoral Search team • Studying and following the Pastoral Search Manual • Working with the Office of Church Life and Health throughout the process • Deciding on a candidate

34. STAGE THREE: PASTORAL SEARCH PROCESS • This stage includes: • Convening the Pastoral Search team • Studying and following the Pastoral Search Manual • Working with the Office of Church Life and Health throughout the process • Deciding on a candidate • Consulting with the OFLD to make sure the candidate has an active clergy license and is in good standing with MCC

35. STAGE THREE: PASTORAL SEARCH PROCESS • This stage includes: • Convening the Pastoral Search team • Studying and following the Pastoral Search Manual • Working with the Office of Church Life and Health throughout the process • Deciding on a candidate • Consulting with the OFLD to make sure the candidate has an active clergy license and is in good standing with MCC • Calling a pastor

36. STAGE THREE: PASTORAL SEARCH PROCESS • Time Line: • This stage can take anywhere from 6 - 18 months and most often overlaps with Stage 3.

37. STAGE THREE: PASTORAL SEARCH PROCESS • Resources: • Pastoral Search Manual • Guidance and support from Church Life and Health • Assistance in providing names for the search • Conversations as needed with prospective applicants • Clergy Profiles (“Opt-In” Online Forms) • Consultation between OFLD and OCLH concerning possible pastoral candidates

38. STAGE FOUR:WELCOMING A SETTLED PASTOR 4

39. STAGE FOUR: WELCOMING A SETTLED PASTOR • This stage is the time when a church is very intentional about preparing for the arrival of a new pastor. This beginning period often characterizes the new pastor's longer term experience in that church.

40. STAGE FOUR: WELCOMING A SETTLED PASTOR • This stage includes: • Assisting pastor with finding a home

41. STAGE FOUR: WELCOMING A SETTLED PASTOR • This stage includes: • Assisting pastor with finding a home • Assisting pastor's spouse in finding a job

42. STAGE FOUR: WELCOMING A SETTLED PASTOR • This stage includes: • Assisting pastor with finding a home • Assisting pastor's spouse in finding a job • Planning activities upon pastor's arrival that are designed to assist the pastor and their family in getting settled and feeling comfortable.

43. STAGE FOUR: WELCOMING A SETTLED PASTOR • This stage includes: • Assisting pastor with finding a home • Assisting pastor's spouse in finding a job • Planning activities upon pastor's arrival that are designed to assist the pastor and their family in getting settled and feeling comfortable. • Planning a process of passing along information

44. STAGE FOUR: WELCOMING A SETTLED PASTOR • This stage includes: • Assisting pastor with finding a home • Assisting pastor's spouse in finding a job • Planning activities upon pastor's arrival that are designed to assist the pastor and their family in getting settled and feeling comfortable. • Planning a process of passing along information • Planning ways to introduce pastor to the community

45. STAGE FOUR: WELCOMING A SETTLED PASTOR • This stage includes: • Assisting pastor with finding a home • Assisting pastor's spouse in finding a job • Planning activities upon pastor's arrival that are designed to assist the pastor and their family in getting settled and feeling comfortable. • Planning a process of passing along information • Planning ways to introduce pastor to the community • Paying for and helping to plan the actual move

46. STAGE FOUR: WELCOMING A SETTLED PASTOR • Time Line: • This could take somewhere between 2-5 months.

47. DOWNLOADABLE RESOURCES • Interim Appointment Process Document(s) • Judiciary Process • Pastoral Search Manual • Interim Contracts • Pastoral Transitions Journey (Diagram) • Clergy Profile Form (“Opt In” Online Forms) • Pastoral Possibilities on OFLD website

48. QUESTIONS? During this time we will answer as many of the questions that have been collected throughout this presentation as possible, as well as additional questions that you may have. Please type your questions into the chat window.

49. THANK YOU FOR YOUR TIME! The Office of Church Life & Health Rev. Elder Lillie Brock Director Rev. Elder Ken Martin DirectorRev. Stedney PhillipsChurch Life Specialist & YOUR COMMITMENT TO MCC MINISTRY The Office of Formation & Leadership Development Rev. Elder Dr. Mona West,DirectorRev. Dr. Kharma AmosAssociate Director