Category: Entering and Engaging the Congregation

Posted in Change Management, Church Decline, Church Mergers, Death and Dying, Entering and Engaging the Congregation, Financial Management, Legacy Churches / Church Closing, Managing Expectations, Pastoral Care Tagged with

13 min 49 s

Rev. Diane Kenaston

How we were able to tell the truth about our reality without also predicting gloom and doom;

My own process from being one of the people in denial about the congregation’s reality, to embracing it and moving forward;

How we were able to build the trust necessary for people to listen to the truth of their reality and move forward;

What I did when I realized that the church was not going to have another full-time pastor after me.

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Posted in Change Management, Church Decline, Church Mergers, Death and Dying, Entering and Engaging the Congregation, Financial Management, Legacy Churches / Church Closing, Managing Expectations, Pastoral Care Tagged with

13 min 37 s

Rev. Diane Kenaston

Simultaneously raising and lowering anxiety in the process of change;

A copy of the letter we sent to the congregation laying out our reasons and reality….

The details of our deliberative and thoughtful approach to ….

The specific steps we took to reduce the congregation’s anxiety level to allow a constructive conversation about our future;

How we named the options we had for the future;

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Posted in Assessments and Evaluations, Change Management, Church Growth & Vitality, Entering and Engaging the Congregation, Governance, Leadership Development, Managing Expectations, Team Building Tagged with

18 min 49 s

Rev. Peter Ilgenfritz & Rev. Todd Weir

How church leaders learned to see the bigger picture – from the balcony rather than just the dance floor;

Equipping lay leaders to be able to lead collaboratively with the next settled pastor…

Tips for the interim minister when following a strong successful settled pastorate (it’s not as easy as it sounds);

How to effect change at the cultural level, not just the program level – with examples;

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Posted in Assessments and Evaluations, Entering and Engaging the Congregation, Leadership Development, Staff Tagged with

18 min 50 s

Rev. Peter Ilgenfritz & Rev. Todd Weir

Some specific examples of nurturing & empowering the staff during the interim time;

Implementing a staff evaluation process during the interim time – some specifics;

How having a staff evaluation process in place is so helpful to the next settled pastor;

Questions to ask to help staff thrive;

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Posted in Church Growth & Vitality, Conflict Management, Entering and Engaging the Congregation, External Relations, Pastoral Care, Staff Tagged with

16 min 58 s

Rev. Peter Ilgenfritz & Rev. Todd Weir

It’s about more than boundaries…

Having a pastoral conversation about moving on – framing the conversation as about their own life and ministry;

Who are you now? Who do you need to be? How are you going to be in a way that serves the church, and this next pastor?

Helping them to relate to the congregation in a new way and have a new story;

And about grief – about letting go of the host of emotions that get tangled up in us when we’ve served a beloved community for a long period of time.

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Posted in Boundaries, Church Decline, Contracting and Negotiating Before Beginning, Entering and Engaging the Congregation, Finishing and Exiting, Leadership Development, Self-Care, Team Building, Volunteers Tagged with

15 min 06 s

Rev. Heidi Johnston

As an Interim Minister, have you ever wondered about the rest of the story? You know – feedback about the impact of your ministry on the congregation after you left? In this episode, settled ELCA pastor, Rev. Heidi Johnston, expresses her gratitude to the Intentional Interim Minister who preceded her, including specifics of how the IM set her up for success.

Particular things IM did to set me up for success –

The IM expressed clear boundaries about the number of hours/week she would work & equipped laity to negotiate the use of pastoral time and energy – focusing and prioritizing;

IM didn’t work beyond her stated limit of working hours when temped to do so – and helped the congregation understand why and adapt;

Two, she led leadership through honest sometimes hard conversations about their current reality – and its implications for calling next pastor;

IM presented new limitations as opportunities, not losses, which led to a new joy in opportunities for more hands-on ministry for lay people.

Three – The transition conversations nudged people beyond all the ways the past was more abundant – celebrate the wonderful things of the past, and also name past hurts and conflicts – helped me not to get blindsided by issues the congregation may be sweeping under the rug.

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Posted in Boundaries, Change Management, Church Decline, Contracting and Negotiating Before Beginning, Entering and Engaging the Congregation, Interviewing for an Interim Position, Leadership Development, Legacy Churches / Church Closing, Managing Expectations, Self-Care Tagged with

12 min 07s

Book came out of my experiments, failures & successes of a more laid-back approach to ministry;

Laidback means pastoring from the sidelines rather than from center court.

My Aha! moment after season of being burned out came when I wasn’t insisting on being in the center of everything & the church was still doing just fine;

I know I’ve done well equipping them when they own the ideas, not saying “Pastor Liz said we should…” As a transition pastor, key to be able to very quickly say: This is who I am. This is what you will experience working with me.

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Posted in Boundaries, Entering and Engaging the Congregation, Leadership Development, Legacy Churches / Church Closing, Managing Expectations, Self-Care Tagged with

For a pastor who admits having been burned out early in ministry, embracing the bonfire metaphor for her ministry now seems dicey. Yet, Rev. Liz Miller offers this bonfire metaphor to describe a vibrant new stance and perspective for her ministry where she’s close to the heat of things, but no longer consumed by it; paying full attention, yet not holding tightly to particular outcomes. Listen to her lessons learned and new wisdom in this episode titled, “Moving from Burnout to Bonfire.”

For a transcript of this episode, please visit the Coachingforinterims.com website. In addition, subscribe to this podcast series if you want to be notified when additional podcasts are available.

I moved from burnout in ministry 5 years in, to bonfire now – bonfires require constant tending, yet don’t want to over tend; find a rhythm that works;

And for me that’s what ministry feels like in the local church, keeping a close enough eye on things that you are connected and can respond when something needs you, but not being so close to it that you’re totally consumed and absorbed by what’s happening that you can’t respond when there’s a change.

Yet, it’s not about balance, per se; it’s more about having an awareness, a willingness to be off kilter a little bit and to just accept that you have to come and go and move in and move out as needed.

Laidback is very different from not paying attention. You are paying attention very much in the moment, yet laidback in the sense of not holding on tightly to a particular outcome;

The laidback approach is about being more attuned to the people and their gifts and their possibilities, rather than being attuned to expectations of a certain outcomes.

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Posted in Boundaries, Change Management, Church Decline, Contracting and Negotiating Before Beginning, Entering and Engaging the Congregation, Interviewing for an Interim Position, Leadership Development, Legacy Churches / Church Closing, Managing Expectations, Self-Care Tagged with

12 min 28s

I’ve come to realize that transitional ministry in a church in transition feels very similar to a settled position, but it’s a lot more honest about the transitions that are happening there at the forefront, rather than in the background;

Avoid giving in to the sense of urgency by doing too much myself; rather, staying on the sidelines for equipping and empowering people;

A lot of helping the congregation reframe ownership for existing things or new ideas so it’s really coming from them, not just what a pastor said they should do;

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Posted in Boundaries, Change Management, Entering and Engaging the Congregation, Leadership Development, Mission and Vision Tagged with

13 min 05s

If the congregation has a vision, how do you know if it’s actually your vision that they’ve kind of adopted somehow, or it’s really their vision?

Are they saying that because I’m in the room? Or because they know I’m excited about it?

If it’s something that I feel that I could do this myself, or like, Oh, this is perfect! then I get a little wary, and have to be careful;

If I feel like it’s perfect, then it’s probably a reflection of my beliefs and my hopes, rather than these people who are totally different than me, or have their own hopes and their own beliefs;

It’s about self-awareness: in addition to listening outward, I need to listen inward to make sure that I’m not placing myself in it too much;

And if I determine that there is too much of me in this vision, here’s what I do…

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