Undoubtedly, the greatest focus of any pastor’s week is preparing for the Sunday morning sermon (or whichever time is your church’s main weekly gathering). No matter what else happens in the week, Sunday is always coming. This blog post proposes four reproducible habits that, if applied, can help towards growing a greater feeling of effectiveness in preparing and ultimately delivering the weekly message.
The reality is many churches don’t compete on friendly terms. In fact, in a given city or zip code, the likelihood is many pastors do not even know each other. Reasons exist for this lack of connection, and not all of them are malicious. Pastors can get swept into the busyness of their own churches. I’m guilty. It takes effort to manage relationships with other pastors.
Typically there are two requirements of holding the “office” of church member: that one be baptized and repentant. Forgiveness ordinarily (not always) involves two things: forswearing resentment (subjectively) and restoring a person to their previous office or role (objectively). To “forgive” a pastor means we don’t personally hold his sin against him and that we restore him to his office of church member. If he is repentant, he meets the qualification of membership. That doesn’t mean we should restore him to the office of pastor. Our forgiveness does not mean he magically meets those qualifications. His life, quite simply, is not above reproach.
Staff transition is inevitable in any business or organization, and the church is no exception. There are many reasons for a staff transition (some are rather painful and unpleasant) but what about when a rock star staff member is called to a new position and resigns from your church? Whether or not you saw it coming, transition can be scary and unsettling. As a church leader, you are called to navigate this transition in a way that honors the staff member, your team, and the church. Here are 5 keys to navigating a staff transition well:
Progressive versus conservative evangelical spats are one of the very worst things about Twitter, which is really saying something. Such arguments illustrate just how poor a medium Twitter can be for productive conversation, not least on account of its tendency to foreground some of the shrillest and most antagonistic voices on both sides and privilege reactive instinct over considered response. What results is generally more of a predictably polarizing exercise in group psychology than an illuminating exchange. The issues get lost behind the personalities, the party politics, the outrage-mongering, and the emotionality and, rather than making progress, we all end up that bit more alienated from and frustrated by each other.