“That sounds like a good idea, but looking at the budget, we just don’t have the money.”
How many times have church leaders uttered those words when someone … the pastor, a staff member, a team leader … proposed a new ministry?
According to church conflict expert Peter Steinke, money concerns cause more conflicts in churches than anything else.
Conflicts emerge most often because congregational giving falls short of meeting the annual budget. And then the attitude becomes, “We can’t spend any money because we’re behind on the budget. Maybe when we’re meeting or exceeding the budget, then we can talk about doing something else.”
But that attitude guarantees that the church won’t meet its budget.
When I was a teenager, I attended a church that had a two board system.
The elders were the spiritual leaders, and the deacons ran the facility and finances.
That system was guaranteed to make sure that nothing ever got done.
Why not?
The elders were chosen because of their walk with the Lord … while the deacons were chosen because of their business sense.
The elders would invariably propose, discuss, and agree on a proposal, like, “We want to have a special seminar this fall to emphasize healthy marriages. We’ve contacted an expert in this area who has agreed to do a three-hour seminar for $500.”
Then they’d kick the decision to the deacons, who would veto it, claiming, “Since we’re behind on the budget, we don’t have the money.”
I heard that song and dance over and over again.
This is the most likely reason why so many churches in the 1970s and 1980s moved away from the two board system and instituted a one board system instead.
But even under the one board system, the same argument keeps coming up.
Why?
Because there are people on every board that believe that money is more important than ministry.
They won’t ever say that. It sounds unspiritual. But that’s how they behave.
And in the process, such people keep their church from expanding Christ’s kingdom in their community.
Let me share five principles defining the relationship between ministry and money:
First, money is a tool for ministry rather than the reason a church exists.
Churches don’t exist to raise and hoard money.
Churches exist to worship God, teach Scripture, and meet the spiritual needs of people in their community.
And money is one of many tools a church can use to fulfill those purposes.
But sometimes it only takes one person on the church board or staff to sabotage a church’s reason for being.
I once pastored a congregation where someone donated a six-figure gift to the ministry.
Even though we were behind on our budget, I wanted to use some of those funds for ministry.
The money wasn’t donated so we could hoard it or gain interest on the principal. The money was given for ministry … so I made a proposal to reach an entirely new demographic.
But someone on the board wanted to set aside those funds to put a new roof on one of the buildings … in five years.
Yes, a church needs to be a good steward of its facilities.
But church buildings aren’t going to stand before God someday, while every person in that community will.
Only people last forever.
Conflicts occur in churches where the pastor has a vision for ministry, while others have a vision for maintenance.
Second, a church budget is a servant, not a master.
I have lived by a budget for most of my married life. I budget our tithe … our taxes … our house payment … our savings … and funds for our business.
I don’t consult that budget every week. I consult it every day … usually several times.
But there are times when things arise that aren’t budgeted, but I do them anyway.
Several weeks ago, my wife wanted us to go away for our 42nd wedding anniversary. I told her it sounded good, but I preferred to go away for just one night … and I had that budgeted.
But she wanted to go away two nights … and miss a day of work at our business … meaning we’d have to pay extra funds for employees.
I tried to reason with her, but she finally asked me, “When do I get a day off around here?”
She was right … and I relented. Sometimes investing in your marriage is far more important than saving a few dollars.
But I have been in churches where once a budget category has been spent, that’s it … you can’t spend any more for the rest of the year.
In one church, the funds for refreshments between services dissipated during the summer.
That refreshment time was crucial to our ministry. People stayed for goodies after the first service and arrived early for goodies before the second service.
And most of the time, our guests stayed as well … and that was our best time to connect with them all week.
If counting beans was most important, we’d pull the refreshments altogether … and lose our best opportunity to meet newcomers.
When I heard that the funds were gone, it didn’t phase me. I told the person running the refreshments to keep doing them. REACHING NEWCOMERS IS THE ONLY WAY ANY CHURCH CAN GROW.
But a board member … without authorization or discussion … went to the person running refreshments and told them that the goodies had to stop because we didn’t have the money.
Is the budget a master or a servant?
That board member believed it was a master.
I believed it was a servant.
I still do.
When the budget becomes a church’s master, then Jesus isn’t.
Third, a church has to prioritize outreach or it simply won’t grow.
And outreach costs money.
In fact, a church has to invest funds in outreach continually … and wisely … if it ever hopes to grow numerically.
Show me a church’s budget and I can tell you whether or not they plan on growing.
If they budget most of their money for facilities, salaries, missions, and education … maintenance items … then they don’t intend to grow.
But if they budget a generous amount of money for meaningful worship, creative marketing, special events, need-meeting seminars, tasty refreshments, and community projects, then they’re at least planning to grow.
If a church budgets for outreach, but giving doesn’t meet the budget, some will say, “Let’s get rid of outreach for the rest of the year.”
But when church leaders are serious about growth, they’ll say, “Either we need to raise more money or we need to cut other categories … anywhere but outreach.”
A homely story.
Let’s say Bill and Joanne get married, and they can barely make ends meet financially.
And then Joanne gets pregnant.
Are they going to say, “Okay, let’s have this baby, but we’re going to spend the same amount of money we spent before the baby arrived?”
No … they’re going to do whatever it takes to provide well for their child … and that includes trusting God to expand their budget.
God sends lost children to churches He knows will provide for them … and steers them clear of churches that put budgets before people.
Money flows toward churches that make plans to reach their community … and away from churches that focus only on themselves.
And you can take that last statement to the bank.
Fourth, God honors churches that take divinely-sanctioned risks.
Twenty-five years ago … around the time of our 17th wedding anniversary … my wife and I began talking about going to Europe for our twentieth anniversary.
We decided to save money for three years to make that dream a reality.
But along the way, it didn’t look like the trip was going to come off, so I told Kim, “I don’t think we’re going to be able to do this financially.”
She responded, “I’m going whether you go or not.”
We began doing research … watching Rick Steves’ videos … and talking to others who had been to Europe.
Then we visited a travel agent. (Remember those?)
I can’t explain it, but everything came together financially, and on the morning of our twentieth anniversary, we found ourselves at the Schilthorn in Switzerland … high up in the Alps.
I’ve been to Europe many times since, and it all started with my wife believing that somehow … in some way … we were going to go!
In the Parable of the Talents, Jesus commended the servant who invested his talents for gain, but condemned the servant who buried his talent in the sand.
Sad to say, most churches bury their financial talents in the sand.
May I share one reason why that’s so?
It’s the misplaced pride of the pastor.
My wife and I attended a church north of Phoenix, Arizona, for eighteen months called Christ’s Church of the Valley.
Every summer, the pastor took his key leaders away for a weekend to visit a church … sometimes out-of-state … that was effectively reaching people for Christ. (Such a trip costs money!)
Every time they returned, they had their thinking expanded … and came home with a boatload of ideas.
While we attended there, the church became the tenth largest church in the United States.
Rather than act like he had it all together, the pastor wanted to learn from other pastors and churches … and incorporate their best ideas into his ministry.
The church took many risks. Many paid off … and some did not … but so what? That’s the nature of risk-taking.
I heard about a church that gave out annual awards. They gave an award every year to the person who took the biggest risk … and failed.
Why did they do that?
Because they wanted to highlight, “This is a church where we take risks.”
How risk-taking is your church?
Finally, a church needs to let God make their decisions, not money.
In his book Money, Sex and Power, Richard Foster writes the most memorable paragraph I’ve ever read about Christians and money:
“The Christian is given the high calling of using mammon without serving mammon. We are using mammon when we allow God to determine our economic decisions. We are serving mammon when we allow mammon to determine our economic decisions. We simply must decide who is going to make our decisions – God or mammon…. If money determines what we do or do not do, then money is our boss. If God determines what we do or do not do, then God is our boss.”
If it’s true that 85% of all churches are stagnating or shrinking, my guess is that most of those churches let money make their decisions.
It takes great faith to trust God over money. As Jesus said, we can’t serve both. But whenever church leaders say, “We can’t do that … we don’t have the money,” they’re confessing that money makes the decisions in their church.
And how can God bless such a church?
Now here’s the irony:
Pastors preach to their congregations, “The Bible teaches that God’s people should give a tithe of their income to the Lord’s work. Even if you don’t have the money, just start tithing, and the Lord will bless you in many ways … including your finances.”
It takes faith to believe that God will take care of you if you give ten percent of your income to Him, doesn’t it?
And yet more often than not, those same leaders want congregational members to demonstrate faith in the way they manage their incomes but demonstrate faithlessness in the way they manage their church’s income.
There is nothing more exciting than for a church to focus on a God-given dream designed to reach others for Christ.
There is nothing more miserable than for a church to focus all its energies and finances on itself.
Focus on money … and the church will go downhill.
Focus on ministry … and the church will come alive.
Does your church focus on ministry or money?
Thoughts on Firing a Pastor
Posted in Conflict with Church Antagonists, Conflict with Church Board, Conflict with the Pastor, Pastoral Termination, Please Comment!, tagged firing a pastor, forcing out a pastor, pastoral termination on August 25, 2017| 5 Comments »
A friend sent me a link to a blog article by Christian leadership expert Thom Rainer yesterday. His article was addressed to church leaders and titled, “Before You Fire Your Pastor.”
Here’s the article:
http://thomrainer.com/2017/08/before-you-fire-your-pastor/
In his concise way, Rainer shares eight “admonitions” to church leaders who are thinking about terminating their pastor.
To me, these were the highlights … followed by my own thoughts:
“You are about to make a decision that will shape your church, the pastor, and the pastor’s family for years to come.”
I don’t think most boards think about the pastor and his family much when they push him out. They’re thinking primarily of the comfort level of the group they’ve been working with to get rid of him.
Since the board’s decision will impact their church for “years to come,” why not do an all-church assessment by an outside consultant first? If the pastor really isn’t a fit, that will be made clear in the assessment, and the pastor and board can discuss a peaceful departure and transition … possibly mediated by the consultant.
Of course, the assessment might show that the board is the problem. And that might be the main reason why boards are afraid of assessments. I suggested calling in an outside consultant on two occasions several months before I left my last ministry, but nothing ever happened.
“Understand fully the consequence to your congregation. A church is marked once it fires a pastor. Members leave. Potential guests stay away. Morale is decimated. The church has to go through a prolonged period of healing where it cannot have much of an outward focus.”
Church conflict expert Peter Steinke says that it takes a church two to five years to heal after a moderate to severe conflict, and by definition, forcing out a pastor almost always constitutes a severe conflict.
Many times, the very individuals who pushed out the pastor end up leaving during the healing period. Maybe they thought the church would get better without the pastor … and with them in charge … but when it doesn’t work that way, they bail.
Outreach usually dies after a pastor leaves … especially if the departing pastor was outreach-oriented.
“Consider the church’s reputation in the community. You are about to receive the label: ‘The church that fired their pastor.’ That will be your identity for some time.”
Most leaders who push out a pastor have never been in a church before where a pastoral termination occurred. They don’t have any idea what happens inside a congregation after a pastor leaves. They’re assuming they can handle any and all crises. But without their pastor to guide them, they’re liable to make a mess of things.
Some people in my previous church tried to ruin my reputation after I left, and it stung. (Some friends still won’t tell us what really transpired after my departure.) But the church has suffered as well.
Reminds me of a post a friend put on Facebook several days ago: “Before you embark on a journey of revenge, dig two graves” … one for the pastor, one for the church.
“Let your pastor know why… he was being fired…. I am amazed how many pastors have no idea why they are being let go. That is cowardly. That is not Christ-like.”
There’s a simple explanation for this omission: most of the time, there isn’t a good reason for sending the pastor packing. The reasons are more subjective than objective, highlight board members’ personal preferences rather than the pastor’s stubborn sinfulness, and don’t sound convincing when uttered in public.
I still don’t really know why I was pushed out of my last ministry. After thinking about it for nearly eight years, I’ve concluded that it boiled down to personal revenge on the part of three individuals who spread their feelings to others. But if that’s truly the case, who is ever going to admit it? Maybe that’s why I have never heard directly from anyone who pushed me out at the end of 2009.
“Be generous. If your church does make the decision to fire your pastor, please be generous with severance and benefits. Don’t treat your pastor like a secular organization might treat an employee. Show the world Christian compassion and generosity.”
Sad to say, there are boards that look for every reason not to give their pastor a generous severance. I remember one board that referred the pastor’s severance to the congregation hoping they would turn it down.
With some leaders, once they know a pastor is going to leave, he’s no longer worth anything to them anymore. He’s dead weight. (This is exhibited by the fact that after the pastor leaves, those who forced him out will never contact him again.) They offer their pastor a token severance … threaten to pull it back if he doesn’t agree to their terms immediately … and send him and his family into the night with an exit that seems designed by the enemy.
The longer a pastor’s tenure at a church, the more committed he’s been to his congregation, and the more worthy he is of a generous severance package. But since it takes at least a year to find a new ministry these days … and usually longer … the board has to factor that reality into their creation of any severance package.
After I read Rainer’s article, I perused the comments, and ran across this admission:
“I appreciate this advice. I have had to be part of a firing and it was not easy. I wish I had these guidelines then. The one part we did decent was giving the pastor in question a long run away to find new employment and kept his benefits going in the transition. I really think we could have done more, but it was something. Often I think this idea of helping pastors launch into another ministry or even transition to a vocation outside full time Christian service is foreign to elders or boards because it is rare in business fields unless you are a high c-level executive with contractual basis. Thus they balk at the idea thinking it bad business or poor stewardship. Finding a role in another church takes time. Often churches are slow to hire, for good reason, so we should reflect Jesus’ generosity when we have to fire someone understanding they can’t just walk into another job next door.”
Here is the phrase that sticks out most to me: “I wish I had these guidelines then.”
What can you and I do to help pastors and boards handle their conflicts in a more biblical, just, and Christlike way?
That’s my topic for next time.
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