Chamberlayne Baptist Church in Richmond recently called Mark White as pastor after a nearly two-year pastoral transition and pastor search process. Based on White's positive experience with the pastor search committee and the process of his being called to serve as pastor, I sat down with the committee to learn of their process and to see what might be helpful to other search committees. The committee, of course, began and undergirded their transition process with prayer. In our conversation the following insights emerged.
Insight number one: Getting the right interim is the first most significant step a church will take following a pastor's resignation or retirement. The interim plants the seeds for a successful transition allowing a church to heal, refocus and begin to dream again.
For the first six months following the resignation of their former pastor, Chamberlayne had “supply preachers” who primarily filled the pulpit. While the church was exploring the process of calling an intentional interim, Cecil Sherman became available and served as interim pastor for 15 months.
The pastor search committee said: “Dr. Sherman was sent to us by God. Cecil provided much wisdom, insight and direction during our transition. He helped us to refocus as a church body and for that we will forever be grateful. Immediately before Mark White began serving as our pastor, Dr. Sherman called us to tolerance, temperance and loyalty as we blessed our new pastor's ministry.”
Insight mumber two: Naming the right committee is the second most significant step in a time of pastoral transition. The church leadership of Chamberlayne utilized a new method of electing the search committee which they believe helped to unify the church.
Each deacon spent one month identifying five potential candidates to be considered as search committee members. After a month of prayer and reflection, the deacons emerged with a list of potential committee members.
The deacon officers contacted these persons to determine if they would be willing to serve on the pastor search committee if elected. Then at a called business meeting, the 20 persons were presented to the church for a vote. The nine receiving the most votes became the pastor search committee. In addition, the two persons with the next highest votes were named alternates who attended all committee meetings and served in the same capacity as other members. Alternates did not have a formal vote.
Insight number three: The third most important task of a pastoral transition and search process is leadership provided by the committee chair.
Gail Walton was elected from within the committee to serve as chair. At first she was reluctant to do so, but the committee and the church are glad she said yes. Her style of leadership facilitated a balance of a spiritual focus, of learning, group cohesion, openness, honesty within the group and appropriate humor.
The search committee was a diverse group. The committee consisted of members serving in various church ministries—youth ministry, special functions committee member, Bible study teachers, music committee, deacons, children's ministry, finance committee and trustees.
The committee feels the composition of the group was “a perfect example of the Body of Christ with various gifts.” They believe their diversity strengthened the committee. Some members of this church, which averages 150 on Sunday worship, did not know each other personally. One of the initial meetings focused entirely on personal sharing and dinner. Frequently, dessert was served. Personal prayer requests were shared. These provided an atmosphere of love for each other which strengthened the ability to work together.
Insight number four: Multiple resources are helpful.
The committee chair identified and utilized several resources which were helpful. The most valuable resources are others involved in Baptist work. Once the potential pastoral profile was determined the chair met with key persons to discuss what Chamberlayne wanted in a pastor and to ask for prayer, recommendations and guidance.
In addition to Baptist denomination resources, the committee looked at resources from other denominations and organizations which they found helpful. Some of these were A Local Church Seeks a Pastor, A Change of Pastors by Mead (www.alban.org) and The Myth of the 200 Barrier by Martin (www.amazon.com).
Insight number five: The committee dedicated time to educating themselves about specific, prioritized characteristics that Chamberlayne wanted in their next pastor. They evaluated who they were as a congregation, and what the congregation wanted now and in the future. The committee reported this was time well spent which facilitated their process when they focused on the pastor search process itself. Only two of the 11 committee members had prior pastor search committee experience.
Insight number six: How we do what we do is very important.
During the pastoral transition and search process, the committee regularly communicated basic information to the church. The committee made a covenant together to maintain confidentiality but also to share “where they were” in the search process without divulging candidate names.
Mark White is complementary of the process used by the church. Throughout this process he felt he understood where he was in the process. As the committee progressed, they shared with Mark that he was their number one candidate and asked him to commit to talking with only them.
Mark also appreciates the intentional way people got to know him and his family. One of the ways this is evident is after a day of meeting with Mark and his wife, the committee asked if the Whites would like to have dinner alone so they could process their day. This also meant committee members cared for the White's 9-week-old daughter, Ava. Mark felt the committee presented itself with a nice balance of professionalism and humanness.
Summary: A pastoral transition and search process is a challenge for any church. Chamberlayne selected the right interim to be helpful to them, utilized a new way to select the pastor search committee, selected a chair with leadership ability, identified and used a variety of resources, educated themselves in the process, and sought to be intentional and thoughtful about every aspect of their process. They are grateful for how God led them throughout the process and celebrate the culmination of their work and search in the calling of their new pastor.
The committee knows each step throughout the process is critically important and feel the “upfront” work they did helped to make the process of identifying their primary candidate easier. They are thankful to God for working in their midst and hope other churches learn from their experience.
Jim Vaught is church-minister matching specialist for the Virginia Baptist Mission Board.