Becoming a Transitional Pastor

My life as a transitional pastor began with a phone call ... we had no emails in those days. A local church had a crisis and needed someone to fill in while the church board discerned what to do next. My duties were simple; to preach on Sunday and to visit the seniors as needed. Don’t change anything! Just preach and visit. They called me “The Interim Pastor”.

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Before long, one church situation led to another church and then another. Soon I became the short-stint pastor who was called on “fill in” for a time. Sadly, I learned of the circumstances under which I was invited. In some cases, the lead pastor had resigned under stress and as a result the congregation emotionally "fell" apart too. Some denominational help was given but most often the church was left on their own. These congregations had financial realities, governance problems and relational issues which remained unresolved.

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I noticed a pattern emerging thru this experience. A pastor may stay with his congregation for five, ten, thirty, or more years...and then resigns, retires, be fired or dies. Some congregants pressure the search committee to engage another pastor ASAP and be pretty quick about it. A good-by party was planned for the former pastor while a welcome party was being planned for the new one.  Perhaps I exaggerate a little, but there is some truth to getting a new pastor on board before the church falls apart. The end result may frustrate leadership when people don’t readily accept the new pastor because they haven't gotten over the old one.

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During my doctoral studies, I began to explore these church “interim” periods and discovered that a growing number of congregations actually use these months to revitalize their ministry. I met others, serving in similar roles, who took a more intentional and thoughtful approach. I later enrolled in a training program for transitional pastors and began to see a new possibilities.

As a result, a new opportunity began to emerge in for me. As a "Transitional Pastor”  I would step in for about a year to help address significant issues. This helped enable a new pastor to begin with a clearer mandate. Additionally, I was able to help restore the congregation to a more robust healthy self-image. However, it was always with the understanding that I was not a candidate for the full-time pastoral position.

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These uniquely gifted Transitional Pastors approached this stage like a bridge built between two chapters of the church life... the past and the future.  They enable the church to address economic realities, resolve emotional issues such as anger and grief, consider structural changes and restore confidence in the unique mission of that congregation. In some churches, they would realign budget to meet the current situation.

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Good transitional pastors enable the leadership to discern what God has called them to become and avoid imposing a personal vision on the congregation.

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The Transitional Pastor offers an outside and safe presence where the church leadership can discuss and address issues that require candor, compassion, grace and truth. In some churches, we faced hard realities, some of which sat dormant and unresolved for a long time. In most churches, we actually saw growth and a renewed sense of mission.

If your church has just experienced the resignation of a pastor, I strongly urge that you consider a trained, certified Transitional Pastor to help you cross the bridge into the future.

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Based upon personal experience and observations, here are some situations when a Transitional Pastor can provide good direction:

• Whenever a senior or lead pastor leaves after a lengthy ministry. In one church where I served as a TP, the lead pastor’s ministry lasted for almost 20 years. The congregation and church leadership needed time to re-envision their future.

• Whenever a number of short-term pastors have served.  Those churches that grind through pastors may have some internal issues that need addressing. Lest they repeat the cycle of unstable leadership, good pastors will not come to such congregations without issues being addressed. A friend of mine said to a church, “ I will not encourage pastors to consider this church until you resolve these internal issues.”

• When the pastor’s departure involved conflict among the leadership and congregation. In several churches where I served, the conflict between former pastor and remaining pastoral staff required the perspective and healing of a transitional pastor.

• When the pastor died or resigned due to poor health. I remember one Sunday morning, I had to inform the congregation of their former pastor’s death. This congregation needed time to grieve and recover before moving forward.

• When the pastor left during a major event or crisis. I came into a church conflicted over the vision of a new building. The board needed to navigate the process. The recent COVID pandemic also led to the resignation of some pastors, once again leaving the church board and leadership to navigate the event alone.

• When the congregation’s finances have declined and a revised budget is needed. This may require a hard look at the current budget and staffing levels. A TP can assist congregations to review the reality of their budgets based upon recommended principles.

• When the former pastor fails morally. In some churches, the loved pastor committed adultery or some other ministry ending sin. The TP has a unique role to help bring healing and support the discipline process needed for recovery and closure.

• When the congregation felt rushed to find another pastor. Some churches feel this desperation. A TP can help to reduce the panic and provide time to ensure a wise process which leads to a good candidate.

• When the church has not engaged in any ministry assessment for at least five years. Good pastoral candidates want to see if the church has done any recent self reflection.

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