Restoring Kingdom Builders

As I write today, I have conflicting emotions.  While I am eager to put down some thoughts on paper that I’ve been carrying around in my head for a long time, I wish I didn’t have to write even one word about today’s topic: pastoral termination.

Why not?

Because in a perfect world, a pastor would be called to a particular church and stay until he retired or went home to glory.

Because in a perfect world, the leaders of a congregation would speak honestly and swiftly to their pastor about any issue they had with him, and after sufficient prayer and discussion, both parties would come to an understanding, resolve matters, and lock arms to continue building Christ’s kingdom.

Because in a perfect world, church attendees would emulate their pastor’s lifestyle, follow his leadership, and obey his teaching.  And if they couldn’t do any of the above, they would quietly leave the church rather than insist that the pastor leave.

But ours is not a perfect world, not even within the hallowed halls of our biggest and best churches.  And when there is conflict between a pastor and the governing board, or the pastor and a staff member, or the pastor and a vocal minority, life inside a church can seem more like hell than heaven.

I know.  I’ve been there – all too many times.

So if a board or a group in a church believes that a pastor needs to leave, what can they do?

Let me begin by saying that the Bible does lay down guidelines for pastoral termination.  More than thirty years ago, I served on the staff of a church where the governing board pleaded with the pastor to make some changes in his ministry, and he warned them to back off by quoting I Chronicles 16:22: “Do not touch my anointed ones; do my prophets no harm.”

This pastor viewed himself as an “anointed one” and a “prophet.”  He interpreted the phrase “do not touch” to mean “do not criticize the pastor.”  He hid behind this verse as well as I Samuel 24:6,10 where David told both his men and then King Saul that he would not “lift my hand … against the Lord’s anointed.”  But we need to be extremely careful how we interpret these verses.  Prophets, priests, and kings were all “anointed ones” in the Old Testament, specially called by God to their offices.  We can make legitimate applications to modern-day leaders from these texts provided that we (a) interpret them in context, and (b) compare them with other biblical directives.

In essence, God is saying in these Old Testament verses, “Since I have chosen Israel’s leaders, they should only leave office how and when I dictate.  I will not stand for any assassinations or coups or premature attempts to destroy a leader – especially if he or she is carrying out My orders.”  While God could directly remove a leader (like taking Elijah to heaven in a whirlwind), He sometimes permitted humans to do so (like allowing the sailors to throw Jonah overboard).  But back then, Israel didn’t vote on anything.  They couldn’t vote Saul or Jeremiah out of office.  They could use violence to restrain or kill them, but God did not sanction that solution at all.  In fact, God often allowed very wicked leaders to hold office a long time (like Ahab and Manasseh).

But when we come to the New Testament, God equates pastors with elders (1 Timothy 5:17-18) and then, under the inspiration of God’s Spirit, Paul writes these words to his ministry protege Timothy in verses 19-21: “Do not entertain an accusation against an elder unless it is brought by two or three witnesses.  Those who sin are to be rebuked publicly, so that the others may take warning.  I charge you, in the sight of God and Christ Jesus and the elect angels, to keep these instructions without partiality, and to do nothing out of favoritism.”

This is the most complete text we have in the entire Bible on dealing with the sinful conduct of a spiritual leader such as a pastor (including staff members) or an elder (including board members).  It applies Jesus’ directives in Matthew 18:15-20 to spiritual leaders.

Anyone in the public eye will receive malicious personal attacks.  Some pastors think, “If I’m really nice, and cool, and sensitive, then no one will criticize me.”  Wrong.  Jesus was perfect yet He was both verbally and physically crucified.  There is a price to pay for spiritual leadership, a price pastors and staff members must pay as well.  No matter who you are, somebody will criticize, attack, and hate you.

Paul knew this (both by studying Jesus’ life and by his own experience), so he told Timothy “do not entertain an accusation against an elder [pastor] unless it is brought by two or three witnesses” (verse 19).  Let me tell you a story that illustrates the right way to do this.

I had been a pastor for about three years when I faced a very painful crisis.  A friend of mine, who had once been chairman of the church board, was our church’s songleader.  (Churches used to sing hymns accompanied by piano and organ and led by a songleader.  He would wave his arms to the music and dictate the pace and volume at which a hymn was sung.)  I had asked the songleader to sing a particular hymn for the next service, but he refused, telling me that no pastor had ever told him which hymns to select.  He threatened to quit on the spot.  It wasn’t pleasant.

Soon afterwards, he called the chairman and came to the next board meeting, bringing along a friend.  The songleader brought along a list of seven complaints he had against me.  He intended to read all seven in hopes that the board would legitimize his complaints, tell me to give him free reign as songleader, and then either reprimand or fire me.  He only had one or two substantive complaints but expanded them into seven and then dumped them all on the board – and me (an approach called “gunnysacking.”)

The chairman, to his credit, would not permit the songleader to read all seven complaints at once.  Instead, he asked the songleader to read the first complaint, and then the chairman asked him what evidence he had to back up his charge.  The chairman then asked me to respond to each complaint.  (The songleader did not anticipate this process.)  After presenting the sixth complaint, the songleader left the meeting.  The next morning, he called to tell me he was leaving the church.  (And he did leave, but his widow later invited me to conduct his memorial service.)

While I wish my friend would have stayed in the church (I truly loved him), the board did at least five things right during that meeting:

*The accuser presented his complaints against me to my face.

*The accuser was asked to produce evidence for each complaint.

*I as the pastor was able to face my accuser directly.

*I was able to respond to each accusation made against me.

*The board members were able to witness both of us as we discussed the issues.

While the above process is consistent with Scripture (and modern-day trials), it is used relatively rarely today.  Using the same story, let me illustrate how these situations are handled all too often.  (And to make the story more contemporary, I will substitute the phrase “worship director” for “songleader.”)

The worship director is upset with the pastor because the pastor wants the congregation to sing a certain song the following Sunday.  So one night after band practice, the worship director tells a vocalist and the bass player that is he tired of the pastor’s interference in the services.  Seeing how much the pastor’s decision hurts their friend, the vocalist and bass player go home and tell their spouses that the pastor is controlling and domineering.  After the following Sunday’s service, the bass player and his wife go out to eat with another church couple.  The bass player comments, “You know that final song?  The music director didn’t want to do it, but the pastor insisted it be done.  I don’t know how much longer the music director can stay at the church with a boss like that.”

Without the pastor’s knowledge, more and more people in the church begin to whisper that he’s a “control freak” and a “micro manager.”  Within several months, a group at the church begins meeting in secret.  Why?  Because the music director (who is their friend) claims that the pastor has been abusing him, and because an increasing number of people are now complaining about the pastor behind his back.  It’s now open season on the preacher.

The group that meets in secret begins listing all of the pastor’s weaknesses, as well as those of his wife and children.  Then this unofficial group assigns a couple members to meet with a sympathetic staff member as well as a supportive board member.  The group begins to feel exhiliration because they are finally “taking back their church!”

One night, after a regularly scheduled board meeting, the pastor is asked to step into his office.  Three board members meet him there.  They officially ask for his resignation.  When he asks about the charges against him, they rattle off a huge list.  The pastor is devastated.  It’s the first time he’s ever heard about these charges from anybody.

See the difference?  How are these issues handled in your church?

Next time, we’ll explore this issue even further.  Stay tuned!