Q. Sometimes, even in a mature church, a time comes when a servant-shepherd pastor must be let go. In this situation, how should the pastor and his family, and the other church leaders and members respond so that they can all work together to redeem this difficult situation?
A. My last two blog entries in this short series have distinguished between two types of pastors/situations:
- Those in ministry for career employment (“hired-hands” as described in John 10:12-13) who are “fired” from their position just as any person in a secular job is fired (Part 1); and
- Those “servant-shepherd” pastors who are called to a life of humble sacrifice and suffering for their service, who are then persecuted for the sake of Christ’s righteousness (as described in Matthew 5:11-12) by being maltreated (and ultimately “fired”) by immature Christians in their churches (Part 2).
Today’s post addresses a third type of situation—one in which a servant-shepherd pastor is appropriately let go by mature (wise, loving, God-glorifying) Christians.
A few notes before I begin …
First of all, I fully recognize that these three groupings of people and situations may seem too restrictive. I readily admit that most situations are actually somewhere in-between on the spectrum: many pastors truly desire to serve as servant-shepherds, but they also recognize that their calling is also their “job” in that they provide for their families through the income they earn through the pastorate. I also recognize that many church members and leaders likewise fall somewhere in between “mature” and “immature” on the spectrum—they may (immaturely) be persecuting their pastor for worldly reasons and using secular causes and means for firing him; but often, there is a mix of godliness and maturity in the situation that causes these situations to be far more “gray” than I am describing in this series.
But a blog entry can only be so long! And the focus of Tara’s and my book, Redeeming Church Conflicts, is the painful division engendered by the reality of conflict in the church. Thus, we hope that you will read all three of these blogs from a perspective of grace and “wisdom from Heaven” which we know from James 3 is “pure, peace-loving, considerate, submissive, full of mercy and good fruit.” Seeking wisdom is particularly important today, as my personal observations and convictions about this topic will undoubtedly bring up many questions and ideas that I can’t possibly try to address. There are simply too many variables present when a pastor is let go from a church. To paraphrase our own words in Redeeming Church Conflicts by applying them to this blog series (rather than to our book):
Church conflict is complex. The various causes of church conflict, the personalities involved, the church’s polity, and the level of spiritual maturity among leaders and members will raise questions that no [blog series] could possibly address with specificity. Therefore, be careful and pray as you seek counsel from other church leaders and members about the application of [these posts] and various scriptural passages to your church’s specific situation. By seeking counsel from wise and spiritually mature Christians, all of us will hopefully avoid using any part of [this series] as a weapon to hurt others or to fulfill any sinful goals we might have. Plenty of biblical peacemaking principles have been taken out of context and forced on others in loveless and selfish ways. We pray this will never be the case with [these blog posts]. Instead, we pray that our efforts in [these blogs] will encourage and guide Christians and their churches in redemptive responses to conflicts—responses that are based on the gospel of Jesus Christ. Theologian Dr. Dennis E. Johnson captures the heart of our concern when he writes: “In Scripture the starting point of instruction on right behavior is not a list of our duties, but a declaration of God’s saving achievement, bringing us into a relationship of favor with him.”
So, with all of those caveats in mind (my lawyerliness is really showing today) … how ought we to respond when we (wisely and lovingly) discern that it is time for a pastor to leave a specific church?
We ought to embrace God’s agenda for change and allow that change to produce holiness in all of us.
Will that change be easy? By no mean. There will undoubtedly be uncomfortable moments in leadership meetings when new ideas are discussed or information is analyzed and everyone involved (including the pastor) will begin to have that uncomfortable sense that God may be leading their church in a way that is not a good fit for the current pastor. Hopefully, everyone involved will be prayerful and careful (full of care) as small discussions begin to grow into larger discussions. Communication with other leaders (for example, elders to deacons or council members to bishops) will be intentional and clear. At all times, people will hold firmly to the standard set for speech in Ephesians 4:29—edifying, bringing God’s grace. There will be no gossip or slander. Love for God and neighbor will be the defining mark of every meeting, announcement, and decision. The pastor will never be gracelessly criticized. Instead, every person will guard him, build him up, and help him (and his family) to transition to his new pastorate.
That sounds great in theory, doesn’t it? But we know that there will, of course, be bumps in the process. Immaturity and even outright sin will arise. But the pastor, his family, and every mature leader and layperson will embrace even those difficult and painful situations as opportunities ordained by God for growth in holiness. As Drs. Paul Tripp and Timothy Lane state in their must-read book, How People Change:
Making us holy is God’s unwavering agenda until we are taken home to be with him. He will do whatever he needs to produce holiness in us. He wants us to be a community of joy, but he is willing to compromise our temporal happiness in order to increase our Chrislikeness.
Wise and mature pastors, leaders, and members will recognize that this pastoral change is part of God’s plan for producing holiness in His eternal children. They will respond with light—truth, healing, beauty, compassion, and care—because their life goal is to reflect all of the characteristics of their Lord and King, Jesus Christ. But others? Sadly, they will respond with darkness—lies, distortions, relational injury, ugliness, judgment, and betrayal—because even though they claim to live for Jesus and His glory, they are ultimately motivated by their own selfish desires. They are willing to sacrifice the unity of the saints to fulfill their agendas. They do not pick up their cross and lay down their lives for their friends.
But even then, the wise and mature Christian will see even these attacks of darkness as opportunities to model Christlike humility and love because how we fight in the church differs significantly from how the world fights. Or it ought to.
I will close with just a few questions that you might consider in order to walk through your pastoral change with holiness:
- How can we please and honor the Lord in this situation by respecting and honoring His under-shepherd, our pastor, even though we agree he should leave this church and continue his ministry elsewhere?
- How do we guard our own hearts and minds through all of this so that our trust in God for our church (His church) is evident to everyone?
- How can we continue to fulfill our duty to render “double-honor” (1 Timothy 5:17) to our pastor by meeting all of his and his families’ worldly needs during the transition period?
- How can we best work with our pastor to help him continue his ministry during the transition period and into his next assignment in the Church (note the capital “C;” the Church is much larger than any one local congregation)?
- How can we utilize pastoral change as an opportunity to help our immature brethren grow in Christ?
- How can we guard the pastor’s family from harmful gossip and speculation?
- As needed, how can we best use God’s plan of accountability (church discipline) to build his church by correcting the sinful behaviors of those acting in a manner inconsistent with their own profession of faith?
- How can we bless our present pastor by ensuring that we call another true servant-shepherd pastor to follow in his steps building on the foundation he has faithfully laid?
- How can we craft our pastor’s legacy of godliness as a model for future pastoral relationships?
Over the past two decades I have witnessed how both “hired-hands” and true servant-shepherds respond to dismissal from their pastoral office. The thing that has surprised me (and inspired me!) the most has been not only how the latter personally responded but how they also prepared their fellow church leaders for the trial. I have not seen servant-shepherds respond with anger (although frequently with a degree of sorrow), and not with self-justification (although frequently in defense of God’s Word). As they have led other church leaders and members into an understanding of what being “called to the ministry” means (a life-long quest for God’s glory wherever their unique contribution to God’s Kingdom can be made) they have imparted an understanding of the cost of redemption. While we use the word “redemption” frequently and in different settings, are we remembering that the cost was the death of Jesus, the Son of God? Church leaders and church members tutored in the message of the “cost” have been equipped to see God’s much grander plan for his Kingdom when they face even the loss of a beloved pastor who is being unleashed for even greater Kingdom service and sacrifice. To quote Rev. Dr. Martin Luther King, Jr.:
We must accept finite disappointment, but never lose infinite hope.
Praying for peace as we await “The Day” of The Shepherd’s return (Hebrews 10:25; 2 Peter 3:10)!