MAKING ROOM IN OUR HEARTS
The Interim Process is a journey
When Eric retired from FPC Noblesville in December, it was hard to let him go. Our memories and affection for Eric will stay in our hearts for many years to come. But they can no longer hold a place of pride in our hearts. It is not fair to the new pastor. It is a bit like someone who has been widowed remarrying, but continuing to sigh in their heart for their deceased spouse. It is not fair to the new spouse and doesn’t help the marriage solidify and become strong. You can
always miss your old spouse, but you can’t miss them more than you enjoy having your new spouse. The journey from the head to the heart is always the longest journey and always takes longer than we think it will. The rule of thumb for interim pastors is one month for every year
that the previous pastor, Eric, was in place. In our case, we believe that an interim period of 18-24 months is reasonable. That will give us ample time to do a good job on the mission study, make headway on the five interim tasks, and ensure that our next pastor arrives at a church that is looking forward to the next phase of their ministry.
Click the image to watch the Interim Video
THE FIVE INTERIM TASKS
Task 1: Reviewing and Facing/Embracing Our History
Task 1: Reviewing and Facing/Embracing Our History
Task 1: Reviewing and Facing/Embracing Our History
How well we deal with our history will determine how
well we will move into and deal with our future. It is a
mistake to call a pastor until we have learned from
our past. Coming to terms with our history means
reviewing it, learning from it, and deciding on those
elements that we want to retain as part of our present
and our future.
Task 2: Discovering a New Identity
Task 1: Reviewing and Facing/Embracing Our History
Task 1: Reviewing and Facing/Embracing Our History
The interim period is a time of looking inward.
Seldom during other times does the same type of
introspection occur. The interim period is an
important time to do a self-study that will provide a
realistic appraisal of the congregation’s life and
outreach, including its strengths and weaknesses.
This study and other efforts can result in the
reshaping of a congregation’s self-image.
Task 3: Making way for new Leadership
Task 1: Reviewing and Facing/Embracing Our History
Task 4: Re-Thinking Denominational Linkage
Some leaders who have achieved significant influence
in our congregation may have done so because of the
desire, encouragement and support of our previous
pastor. During the interim period some of these
leaders may move to less time-consuming roles and
others may decide to increase their involvement and
influence in the congregation.
Task 4: Re-Thinking Denominational Linkage
Task 5: Commitments to a New Leadership and a New Future
Task 4: Re-Thinking Denominational Linkage
During the interim period a congregation is probably
more receptive to outside help and ideas. Many
congregations have been drawn closer to their
denomination after a pastor leaves because of their
openness to utilize the resources and services of the
denomination. This is an important time to become
reacquainted with the heritage, mission, services, and
connectionalism of our denomination.
Task 5: Commitments to a New Leadership and a New Future
Task 5: Commitments to a New Leadership and a New Future
Task 5: Commitments to a New Leadership and a New Future
During the interim period the congregation needs to be
ready to make a commitment to the new pastoral
leader it will soon call. If the congregation is not ready
to welcome and work with the new pastor, it will
undermine its ministry in the future.
From the beginning of the interim period, the interim
pastor and supply preachers need to emphasiz
During the interim period the congregation needs to be
ready to make a commitment to the new pastoral
leader it will soon call. If the congregation is not ready
to welcome and work with the new pastor, it will
undermine its ministry in the future.
From the beginning of the interim period, the interim
pastor and supply preachers need to emphasize the
nonpermanent status of their tenure in the church. Any
future plans or dreams that the congregation has
formulated should be kept highly visible before
everyone. Preaching should set forth the Biblical basis
of the future as both hope and grace.
CONGREGATIONAL MISSION STUDY
aNSWERING IMPERATIVE QUESTIONS
A formal, congregational mission study is required by our Presbytery. This should be done by a small team of 3 or 4 under the shepherding and encouragement of the interim pastor. The mission study should answer the following questions: 1) Who did we used to be? How many members did we have? How large was the children’s choir? What was our stewardship like? Did we go on mission trips together? 2) Who are we now? What are our basic demographics concerning age, education, income, commute to worship, theology, politics, commitment to being Presbyterian, knowledge of our denomination and our theology? We should also learn what is important about Noblesville. Who are the largest employers? How good are our schools? What is our crime rate? How much does a home cost? What recreation options are available to us? All these will help a prospective pastor decide whether or not it is worth uprooting their family to move here. 3) What kind of Church does God want us to be? Should we specialize in a single demographic? Should we embrace a ‘growth at any cost’ attitude? Should we concentrate on some missions and not others? Does God want us to stick with the kind of worship we have now or does God see opportunities for growth that our worship service is holding us back from? 4) What are the skills and attributes our next pastor will need in order to help us be the church God wants us to be? Which is more important – preaching or administrative competence? Do we want someone who specializes in youth or older adult ministry? Perhaps we need someone with IT competence, fundraising skills or who has a great desire to be the public face of our church? Are we interested in someone with a moderate theology or one that leans decidedly more left or right?
Depending on how hard the team works, this should take 3-6 months. The end product should be something we are proud of and that we can share with prospective pastors. The team should give regular updates to the congregation and include the congregation in the process as much as possible.
The session should supply possible names for this CMST. I will contact them and constitute them.
I recommend we begin the process in late Spring or early Summer.
mAKING rOOM IN OUR HEARTS FOR THE NEXT PASTOR
When someone leaves a church, especially a beloved pastor, it is hard to let them go. Our memories and affection for the pastor stay in our hearts long after they have gone. And those memories and affection will always be with us. But they can no longer hold pride of place in our hearts. It is not fair to the new pastor. It is a bit like someone who has been widowed remarrying, but continuing to sigh in their hearts for their deceased spouse. It is not fair to the new spouse and doesn’t help the marriage solidify and become strong. You can always miss your old spouse, but you can’t miss them more than you enjoy having your new spouse.
The journey from the head to the heart is always the longest journey and always takes longer than we think it will. The rule of thumb for interim pastors is one month for every year the previous pastor was in place. In this case, I think an interim period of 18-24 months is reasonable. That will give us ample time to do a good job on the mission study, make headway on the 5 Interim Tasks, and ensure that our next pastor arrives at a church that is looking forward to the next phase of their ministry.