| |
What should you
look for in a minister? by Peter Crawford
|
Peter Crawford is
vicar of St Mark's Emerald in outer Melbourne. |
| |
This is
the first in a series of practical articles designed to
help parishes, incumbency committees and pastors to
become more effective in extending God's kingdom. The
other articles will cover topics including: |
|
| |
- how to develop a
parish profile
- how to best
interview a potential rector
- how to form a
short list and how to discern the right person
- how to conduct a
ministry review
- how to make the
most of an interim period
|
|
| |
|
|
| |
In this
article we will look at developing a job description or
profile for your pastor. |
|
| |
|
|
| |
Leadership
is important |
|
| |
It is
clear that the number one factor in growing churches is
leadership. The leadership factor is related to issues
like having God's vision for the parish, introducing
change effectively, and equipping people for ministry.
The traditional qualities of sound Biblical preaching and
worship leading are important but not enough to ensure
the growth of a church. The issue of leadership becomes
important when a church is vacant. It is equally
important for a healthy church to ensure that good
succession will take place when there is a vacancy. |
|
| |
|
|
| |
Essential
priorities and values |
|
| |
|
|
| |
Having
observed some three dozen parishes looking for a new
leader I have noticed that very few have a profile of the
person they are looking for. While a parish should not be
too definitive, some priorities and values should be
generally acknowledged as being essential. This will also
help the candidates to be clearer about their own
position. I remember one parish that regarded the most
important task of the minister as the preparation of
couples for marriage. Another parish listed the three top
qualities as ` "Jesus-centred, Biblical ministry and
Teaching/preaching". Another church recently defined
the three most important tasks of its leader as: |
|
| |
|
|
| |
- to establish the
vision for the parish and keep the goals and
priorities clearly before the members
- to lead the
ministry team, setting an example by the
minister's own spiritual maturity and Christian
commitment
- to equip the
members so that they can reach their full
potential in making disciples
|
|
| |
|
|
| |
Don't
be too vague |
|
| |
|
|
| |
The main
mistake made by churches in setting out a job description
is to be too vague. On the other hand there needs to be a
clear recognition of the pastor's spiritual gifts so that
he or she is not expected to concentrate on wrong tasks
but can focus energy where the results will be most
fruitful. For example, if the leader does not have strong
gifts in administration or music then that needs to be
recognised. |
|
| |
|
|
| |
Tasks,
reviews, coups and key values |
|
| |
|
|
| |
The task
description should include a list of the main tasks that
are to be undertaken, a statement about the method and
time of any review; the lines of responsibility and
authority (so that the leader can lead without
encountering constant coups) and the key values the
pastor would be expected to model and teach. |
|
| |
It would
be a helpful thing for each parish to clarify its
expectations of the leader by forming a job description. |
|
| |
|
|
