6 Mistakes Search Committees Make When Looking For A Senior Pastor

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We are often asked to help churches and pastor search committees find a Senior Pastor after a hire that turned out badly or when they are struggling to identify good candidates on their own. As our team dug into the what went wrong with the previous hire or why they’ve not been able to agree on what appeared to be highly qualified candidates, we've seen a few common threads among their missteps.

Pastor search committees, watch out for these six hiring mistakes when search for your next Senior Pastor.

1. Overreaction to a previous pastor's style, personality, or ministry approach

We call this mistake the “pendulum swing.” Every Senior Pastor has both strengths and weaknesses. Over time, those strengths are often merely accepted while the weaknesses become more apparent. When a Lead Pastor moves on, it’s natural for a search committee to focus on shoring up those areas of weakness in a new Senior Pastor.  

When this happens, the micromanager pastor with mediocre people skills is replaced with a laissez-faire pastor who loves the people but doesn’t have leadership gifts to move the church toward a new vision. Then when that new leader isn’t effective, the church will swing to the driven workaholic that people don’t enjoy working with. Rather than get caught in this pendulum swing, a better approach is for pastor search committees to affirm the positive qualities in the last Senior Pastor and to find a person who possesses some of those qualities while excelling in some of the qualities that the previous Lead Pastor lacked.

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2. Unrealistic expectations combined with a lack of clear priorities

When we launch a Senior Pastor search and sit down with the search team, we usually hear something like this: “We want a great leader who preaches compelling messages and will be a shepherd to our people. Ideally, they will be between the ages of 32-42 (to connect with a younger demographic), married with kids, coming from a church larger than ours, and willing to take a pay cut to move here.“

In other words, they want Jesus, but married with kids. The reality is, however, that there are no perfect Senior Pastors. Every Senior Pastor candidate is a real person with real strengths and real weaknesses.

Before launching a search for a new Senior Pastor, take some time to determine your priorities in what you really need in the next Senior Pastor. What qualities are “must have” and what are the “nice to have” traits? What experience level would be required, and what would be preferred? How open are you to either end of your preferred age range? Once you have all your priorities listed, ask yourselves, "How realistic is it to find these qualities, gifts, and experiences in one person?"

Next, go through each of your priorities and rank them, giving the greatest weight to your top priorities. Which one(s) on your list are you willing to let go of in order to get your top priorities met? Also, be prepared to throw out your list when God makes it clear which candidate He has chosen to be your new Senior Pastor. Remember that David had none of the outer qualities and experiences needed to be King when God called him.

3. Not recognizing that candidates can adapt to new cultural realities

Another mistake that pastor search committees often make is pigeonholing a candidate based on their current church setting. “They are wearing a suit and tie in this teaching sample, so they are too formal to work here.” “They preach in jeans, and we are more traditional here.” “They have been living in the Midwest; they can’t adapt to a more laid-back California style.” Etc., etc.

Elite candidates will be able to adapt in order to best serve the congregation to which they’ve been called.Tweet: Elite candidates will be able to adapt to best serve the congregation to which they’ve been called. http://bit.ly/1NBbPbT @VanderbloemenSG

This has been the case since the Apostle Paul. Rejecting a candidate because of their style of dress or even their communication style without exploring how they might adapt to a new setting (or how they’ve adapted from a former setting) is short-sighted and limiting.

4. Not budging from one specific preaching style

I once worked on a pastor search for a church following the retirement of a beloved pastor who was known for being an excellent preacher and teacher of the Word. The new candidates preached in a very different style from the former pastor, and the search committee almost eliminated one of their top candidates because they didn’t like the new style.

Over time, however, they realized that different didn’t mean ineffective. Once they got to know this candidate as a person, they began to really appreciate his style of communicating God’s word in a relevant way. That church has been one of the fastest growing churches in the country over the last couple of years.

5. Solely focusing on preaching as measure of a successful pastor

While one of the most important measures of any Lead Pastor is the quality of the teaching, it’s also true that it should not be the ONLY measure of a Senior Pastor. You’d be surprised how many times when I’m launching a new Senior Pastor search that I hear this: “He was a great communicator, but he never connected with our people personally,” or “The man could preach, but the church staff didn’t like him, and we lost a lot of people.” 

Preaching is important, but without the relational and leadership gifts, along with a high emotional intelligence, hiring a great communicator alone can do more harm than good. In the long run, it's far better to have a good, solid communicator who has great leadership skills and vision than a great communicator who leaves a trail of broken relationships in his wake.

6. Overemphasis on educational background and degrees

I’m a huge fan of education. Knowing how to rightly handle the scriptures and navigate complex theological issues is hugely important in any Senior Pastor, and often those skills are best learned through advanced education. A Master's Degree or a Doctorate (whether a Ph.D or D.Min) is great, but if those degrees are not grounded in real world application, you could be getting a great professor who doesn’t know how to lead a church staff.

I would rather look for someone who is a life-long learner who will do whatever it takes to figure something out - even if that doesn’t result in a formal degree - than someone who has all the book learning in the world but can’t apply it. Some of the most effective pastors leading some of the healthiest and impactful churches have nothing more than a Bachelor's degree. Be sure to balance your desire for an advanced degree with a track record of healthy leadership and real world impact.

What are some ways your pastor search commitee can avoid these mistakes?

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