The numbers are staggering. 80% of pastors feel discouraged in their role and 50% would leave the ministry if they had another way of making a living. The numbers are even higher for the spouse where 85% struggle with depression and 80% wish their spouse would choose another profession. 80% of pastors say they have insufficient time with spouse and that ministry has a negative effect on their family.
40% report a serious conflict with a parishioner once a month.
33% say that being in ministry is an outright hazard to their family.
75% report they’ve had significant stress-related crisis at least once in their ministry.
58% of pastors indicate that their spouse needs to work either part time or full time to supplement the family income.
56% of pastors’ wives say they have no close friends.
Pastors who work fewer than 50 hrs/week are 35% more likely to be terminated.
40% of pastors considered leaving the pastorate in the past three months. Such numbers are too profound to overlook.
To enter ministry is to often enter a world of pain, discouragement and frustration. It is because of these statistics we need to prepare our young people who are being called into the ministry. We must prepare them for real work, serious work.
What are some key ways we could and should prepare people for the ministry?
The first step to make sure their perspective is to maintain a biblical view of themselves and their ministry. In many ways our culture has placed unrealistic expectations on pastors and church leaders and their role. Leaders are pressured to lead the church to new heights of attendance and increase the number of programs within the church, all with little funds and sometimes little help from the congregation. Furthermore, our culture has instilled within us the expectation that life should be free from difficulties and hardships. This almost sets leaders up for failure or at the best, disappointment.
The scriptures warn us that to enter ministry is to enter a life of difficulty and struggles (2 Corinthians 7:5; 11:24-29). We are also in the midst of a spiritual battle (Ephesians 6:12). While leaders may complain about the hardships they face, Paul saw it as a badge of honour to suffer for the cause of Christ (Colossians 1:24; see also Philippians 1:29 where the word “granted” is the Greek word referring to a graciously given gift). The reason he had this perspective is because he recognized that the strength from ministry comes not from ourselves or even our training, but from the hand of a sovereign and gracious God who empowers us to accomplish His purpose (Col 1:29).
The second perspective is to make sure that leaders are taking care of themselves and their families physically and emotionally. God recognized the importance of rest when he instituted the Sabbath day. This is equally true for leaders in ministry. Working seven days a week is a recipe for burnout in ministry and neglect of spouse and family. We need to make sure that leaders take the time to be renewed and take the time to be with family and spend time with their children. God makes it clear that He expects us first and foremost to care for the needs of family so that they do not become the sacrificial lamb on the altar of ministry (1 Timothy 3:4-5).
The third perspective is leaders need to develop a network of individuals who can offer support, encouragement and perspective. Moses needed Aaron and Joshua, Paul needed Barnabas and Titus. Tragically 70% of pastors do not have a close friend, confidant, or mentor. They need to develop these relationships. It may be with a fellow pastor in the community, it may be with a fellow missionary, it may be with a friend that they can talk with once a week or month. If they do not have a close friend, then they need to start praying for one, immediately.
Fourth, leader must seek help when they need it. Often there can be a “pastoral pride” that exists that hinders leaders from seeking help. Pastors especially can feel the pressure to always have their act together and that it is somehow a sign of weakness to seek the help of others. They can forget that leaders also are human beings struggling in a difficult ministry. There are times when pastors need to be “pastored.” There are times when leaders need the counsel and input of others. There is no shame it getting help. Proverbs states that it is the wise who seek the input of others. It is the fool who thinks that he does not need the assistance of others.
Leaders need to realize that ministry has been, is, and always will be a difficult and painful calling. They must also realize that ministry will continue whenthey are gone. Everything does not centre around the leader but around the LORD. However, leaders must also realize that God’s grace is always sufficient and that where there is trouble there is also His sustaining hand.
I love being a pastor at Royal Heights. I fall in the 20% bracket where I enjoy my minstry. I have real friends. I have a loving wife and family. I am priviledged. Thank you LORD!
Monday, November 10, 2008
Friday, November 7, 2008
15 Characteristics of the Small Church
While no church will manifest all 15 of these characteristics, in most cases there will be several that predominate.
1. The small church is relationally driven.
There exists within the congregation a family atmosphere where individuals are considered part of a bigger family, where relationships become more important than performance and organization.
2. The small church works through informal channels.
Because of the close relational bonds, decisions are often made over coffee rather than formal meetings. While policies and procedures for conducting church business are important and should be implemented, they should be communicated informally and in relational terms, rather than through formalized channels.
3. The small church works as a whole.
When the church acts, it acts as a whole rather than as individual parts. The whole congregation makes decisions rather than a representative few. People desire to know what is going on in every program and ministry even though they are not directly involved. The ultimate decision-making authority resides within the congregation rather than within the board or pastor.
4. Power and authority reside in the laity rather than the pastor.
The small church is owned and operated by the laity rather than the pastor. While the pastor may retain the title, the power of the church belongs to the people who have built and directed the church for generations. If the pastor comes into conflict with that power, then the pastor will often be asked to leave.
5. The small church relates as a family.
The small church functions as a family. To become part of the family, a person must be grafted in. This depth of relationship takes time to develop, thus making it difficult for first timers to be included.
6. Communication occurs through the grapevine.
Everyone knows what is going on because everyone talks about it. The rule of thumb regarding the grapevine is that the smaller the church and more close knit the people, the more the grapevine will be an asset.
7. Traditions and heritage undergird the structure, ministry, and culture.
Within the small church, traditions are more than ruts; they are the stories and bonds that tie the present congregation to previous generations. Because the small church values not only the present membership, but also past members, traditions play an important role within the life and expression of the church. They are slow to change for change constitutes a break not only from the past, but from the past membership.
8. The church functions and worships intergenerationally.
Because they are a family they want to be with the whole family. To divide the congregation by age is to split the family. People in the small church not only enjoy being with other family members; they often resent any segregation (other than during the Sunday school).
9. The focus is on people rather than performance.
In the small church, the focus shifts to the individual person instead of performance. Thus, a person is kept in a particular position even though there are others more qualified and could do a better job.
10. They have a place for everyone.
The small church has a place for everyone. Whether it be the mentally slow person who runs the sound system, or the retired grandmother who teaches the adult Sunday school class, everyone is given the opportunity to be involved.
11. The small church values relatives.
Because of its size, the church often has a higher percentage of people related to other members of the church. This interrelatedness has tremendous impact in the life of the congregation. One way it impacts the church is in the selection of key leadership positions.
12. The small church values generalists.
In an age of specialization, the small church values and utilizes generalists who can do a number of different jobs and responsibilities. Because there are few workers to perform the multiple tasks within the small church, there is a greater value placed on leaders who can do a number of things satisfactorily rather than an individual who can do one thing extremely well.
13. There is a place for everyone and everyone has a place.
Place is extremely important in the small church. Like a family that sits in the same place for every meal, people sit in the same place Sunday after Sunday. When they are absent, everyone notices their places are empty and they are missed. Place is also a symbol of their belonging to the church family. It symbolizes their security in a world that is insecure. It becomes part of the memory and story of the congregation.
14. It has a different calendar and different timetable.
Small churches have their own calendars around which they function. These calendars are often seasonal and tied to the employment base for the community.
15. Small-church attenders are givers.
People in the small church have a strong sense of ownership of the church. As a result, they are willing to give their time and money to the church. However, often they view giving differently. Instead of giving from the standpoint of a set amount, they approach it based upon the needs of the church.
1. The small church is relationally driven.
There exists within the congregation a family atmosphere where individuals are considered part of a bigger family, where relationships become more important than performance and organization.
2. The small church works through informal channels.
Because of the close relational bonds, decisions are often made over coffee rather than formal meetings. While policies and procedures for conducting church business are important and should be implemented, they should be communicated informally and in relational terms, rather than through formalized channels.
3. The small church works as a whole.
When the church acts, it acts as a whole rather than as individual parts. The whole congregation makes decisions rather than a representative few. People desire to know what is going on in every program and ministry even though they are not directly involved. The ultimate decision-making authority resides within the congregation rather than within the board or pastor.
4. Power and authority reside in the laity rather than the pastor.
The small church is owned and operated by the laity rather than the pastor. While the pastor may retain the title, the power of the church belongs to the people who have built and directed the church for generations. If the pastor comes into conflict with that power, then the pastor will often be asked to leave.
5. The small church relates as a family.
The small church functions as a family. To become part of the family, a person must be grafted in. This depth of relationship takes time to develop, thus making it difficult for first timers to be included.
6. Communication occurs through the grapevine.
Everyone knows what is going on because everyone talks about it. The rule of thumb regarding the grapevine is that the smaller the church and more close knit the people, the more the grapevine will be an asset.
7. Traditions and heritage undergird the structure, ministry, and culture.
Within the small church, traditions are more than ruts; they are the stories and bonds that tie the present congregation to previous generations. Because the small church values not only the present membership, but also past members, traditions play an important role within the life and expression of the church. They are slow to change for change constitutes a break not only from the past, but from the past membership.
8. The church functions and worships intergenerationally.
Because they are a family they want to be with the whole family. To divide the congregation by age is to split the family. People in the small church not only enjoy being with other family members; they often resent any segregation (other than during the Sunday school).
9. The focus is on people rather than performance.
In the small church, the focus shifts to the individual person instead of performance. Thus, a person is kept in a particular position even though there are others more qualified and could do a better job.
10. They have a place for everyone.
The small church has a place for everyone. Whether it be the mentally slow person who runs the sound system, or the retired grandmother who teaches the adult Sunday school class, everyone is given the opportunity to be involved.
11. The small church values relatives.
Because of its size, the church often has a higher percentage of people related to other members of the church. This interrelatedness has tremendous impact in the life of the congregation. One way it impacts the church is in the selection of key leadership positions.
12. The small church values generalists.
In an age of specialization, the small church values and utilizes generalists who can do a number of different jobs and responsibilities. Because there are few workers to perform the multiple tasks within the small church, there is a greater value placed on leaders who can do a number of things satisfactorily rather than an individual who can do one thing extremely well.
13. There is a place for everyone and everyone has a place.
Place is extremely important in the small church. Like a family that sits in the same place for every meal, people sit in the same place Sunday after Sunday. When they are absent, everyone notices their places are empty and they are missed. Place is also a symbol of their belonging to the church family. It symbolizes their security in a world that is insecure. It becomes part of the memory and story of the congregation.
14. It has a different calendar and different timetable.
Small churches have their own calendars around which they function. These calendars are often seasonal and tied to the employment base for the community.
15. Small-church attenders are givers.
People in the small church have a strong sense of ownership of the church. As a result, they are willing to give their time and money to the church. However, often they view giving differently. Instead of giving from the standpoint of a set amount, they approach it based upon the needs of the church.
Monday, November 3, 2008
Don't Take The Day Off
So you want a day off. Let's take a look at what you are asking for.
There are 365 days per year available for work.
There are 52 weeks per year in which you already have 2 days off per week, leaving 261 days available for work.
Since you spend 16 hours each day away fron work, you have used up 170 days, leaving only 91 days available.
You spend 30 minutes each day on coffee break which counts for 23 days each year, leaving only 68 days available.
With a 1 hour lunch each day, you used up another 46 days, leaving only 22 days available for work.
You normally spend 2 days per year on sick leave.
This leaves you only 20 days per year available for work.
We are off 5 holidays per year, so your available working time is down to 15 days.
We generously give 14 days vacation per year which leaves only 1 day available for work.
There's no way I'll let you take that day off!
Colossians 4:5 Walk in wisdom toward those who are outside, redeeming the time.
redeem - to buy back.
How many days have we let slip through our fingers? Let's get back,...for Christ.
There are 365 days per year available for work.
There are 52 weeks per year in which you already have 2 days off per week, leaving 261 days available for work.
Since you spend 16 hours each day away fron work, you have used up 170 days, leaving only 91 days available.
You spend 30 minutes each day on coffee break which counts for 23 days each year, leaving only 68 days available.
With a 1 hour lunch each day, you used up another 46 days, leaving only 22 days available for work.
You normally spend 2 days per year on sick leave.
This leaves you only 20 days per year available for work.
We are off 5 holidays per year, so your available working time is down to 15 days.
We generously give 14 days vacation per year which leaves only 1 day available for work.
There's no way I'll let you take that day off!
Colossians 4:5 Walk in wisdom toward those who are outside, redeeming the time.
redeem - to buy back.
How many days have we let slip through our fingers? Let's get back,...for Christ.
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