I closed my blog that dealt with SBC issues some time ago. Not wanting to lose all the posts, I’m re-publishing some of them here with the date they were originally posted.
There are a few things about the pastor search process among SBC churches that have always puzzled me. They seem to based on tradition, or unwritten rules, or, perhaps, an understanding of scripture I am either unaware of or just don’t share. Is anyone else puzzled? Do you have an explanation?
I know it’s time to move on, but I have never – and will never – send a resume out. I do not understand this statement. The explanation usually offered is along the lines of, “If God wants me to move, he can make it happen.” If I believed that line of reasoning, then I would never do outreach. If God wanted someone to attend my church, then he would move them to attend. Nor would I do evangelism: if God wants me to share the gospel with someone, they will knock on my door, barge into my house, and demand I tell them of the Good News.
Sometimes I think it’s a way for a minister to appease his wife while avoiding the issue. She wants to leave the church, he’s happy with his ministry and blaming God for not bringing someone to his door is a way of avoiding the issue.
Other times I think the I don’t send out my resume philosophy is a way for a minister to protect himself from failing. If no church asks, then it must be God’s will; but if I put myself out there… what if no one wants me?
Having a friend submit your resume for you. Your friend didn’t just happen to have a copy of your updated resume lying around. Either you gave it to him, or he had to ask. And, if he asked, you clearly said yes and went to the trouble of bringing it up to date. It reminds me of being in junior high and asking a friend to find out if the little red-haired girl likes you. Maybe it’s time we grew up.
I understand this ploy gives a small measure of plausible deniability: you can tell the lay-leadership of your current church you aren’t looking around. In the end, it just feels dishonest to me.
Checking a candidate’s credit without any follow-up. I understand running a credit check (as one of the last little details the search team does with their top candidate). What I don’t understand is writing someone off when their credit report is poor without talking to the candidate. It could be immaturity and irresponsibility or it could be the church where the candidate is currently serving offered no health insurance and a poverty level salary. One trip to the hospital can ruin someone who is living paycheck to paycheck.
A poor credit rating should demand further inquiry, not an automatic rejection of a candidate.
Sending out letters to everyone on the church roll announcing the vote (in view of a call). Announce it from the pulpit several weeks in a row; if you don’t make it to church at least once a month, you really shouldn’t have much of a say, anyway.
I remember when we had an open forum to meet the candidate and ask questions after which the church would vote on his call. Two of the most vocal questioners were men I had never met before: and I had been involved in the church for four years. Not only did I wonder who these guys were and why they were suddenly interested in the life of the church, the questions they asked were… well, in a word, stupid. Clearly they had no idea what was happening in our congregation.
I’m sure there are other puzzling things about the pastor search process; these were at the forefront of my mind.
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