2 Things All Good Leaders Do For Their Team

There are two things all good leaders do for their team. These are vital if you want to lead a healthy team.

First.

They help their team say yes.

Good leaders give their team the freedom to dream. They empower the team to take their ministry in new directions. They make sure they aren’t so distracted with mindless and burdensome tasks they can’t pursue the things which spark their interest. Good leaders help their team move swiftly when change is needed. They encourage the team to be proactive rather than reactive. 

And, when team members do things differently than the leader would, the leader looks to see if the vision is being attained, and, if it is, then submits to the leadership of the team member. 

Second.

They help their team say no.

The team can’t do everything. They are limited. Everyone is. And all of us can easily get distracted by seemingly good things and fail to do the best things. Good leaders give their team the authority to say no. 

And, when there is backlash for the decision, they defend them. Every time. 

(I hear the pushback. Some team members will take advantage of this. They will always say no. That’s true. And, in those cases, we handle the problem with the person. We don’t change the rules for everyone else.) 

Leader, does your team have freedom to say yes and no? What could you do to help them more?

7 Ways to Fuel Creative Thoughts When You’re Stuck

Or When Your Brain Can Only Think Routine

I’m an idea guy. No on has ever accused me of not having an original thought. Most of the time the opposite is more accurate. The teams I lead usually fight overload with the number of ideas I produce. I have to discipline myself to “unthink” and give teams I lead permission to tell me when something is a bad idea.

But, even idea people have lulls in their creative process. We grow stagnant. Get bored. Need help spurring thought.

So, how do idea people get new and original ideas? How do you spur creativity when you’re stuck in routines or can’t seem to come up with anything new? 

Here are 7 things which often work for me:

Take a walk

I stop what I’m doing and go for a brisk walk. Several times throughout the day I take a hike. In fact, since I began using FitBit I set myself a goal to walk at least 250 steps every hour during normal work hours and 10,000 steps per day. I usually have nearly twice that number and I have only missed the minimum number two days in three years. Here’s the deal – the best ideas rarely come to me when I’m sitting at my desk – which, I never do anyway because I use a standup desk. (The added benefit to walking throughout the day is I better know my staff when I’m roaming the halls of the church.)

Whiteboard

Diagraming or drawing my thoughts makes me think. I have one wall in my office covered  with idea paint. If thoughts get stale – I start to play with dry erase markers. Literally. If I start writing or drawing always it leads to more ideas – every time. I also have several doodling apps on my iPad and a couple of mind-mapping apps. Mind Vector and Simple Mind are two I can recommend. (You don’t need both – I just get bored enough I switch back and forth.) 

Exercise

This isn’t just taking a walk. It’s sweating. I workout hard. Whenever I’m in a lull, exercise triggers my brain. Sometimes a mid afternoon sweat will make the last half of the day my most productive in thought. And, it’s good for my health. 

Hang out with highly creative types

Iron sharpens iron. Creatives sharpen creativity. I like to occasionally hang out with random thinking, highly creative types. I’m random, yet structured, so I have to pace my time with the over-the-top creatives, but they always trigger new ideas.

Change environments

Going somewhere I’ve never been always fuels me. A new city. A new park. A new restaurant. A new coffee shop. A different library. Change the space and you expand the pace (of thought).

Take a shower

Seriously, don’t the best ideas hit you when you’re in the shower with no good way to record them? Or, is this only me? I’ve been working on a message – get stuck – go take a long shower and I come back loaded with new thoughts. Try it. Who says you can’t take more than one shower a day? 

Play a game

This may seem so juvenile, and if it does, I’m sorry – though not really. You picked the wrong blog today, perhaps, but it often works for me. Before I tackle a writing project I’ll often first play a game of solitaire or a crossword puzzle on my iPad. If I’m really stuck I have found value in reaching into my playful self. I actually have toys in my office. I often challenge our staff in a game of putt putt through obstacles I have created. Playing brings out the kid in me – and the creative juices. 

These are a few which help me when I need to be more creative.

What triggers your creative process? 

5 Easy Steps to Begin a Daily Quiet Time

The way you begin your day often determines the quality of the day. For this reason, throughout my adult Christian life, I’ve tried to spend some time focused on the God I love and trust. It truly does make a difference.

I often encounter people, however, who want to begin a daily quiet time, but they aren’t sure how. They’ve perhaps tried before, but it didn’t last.

It really isn’t as complicated as we often make it out to be. The main thing is simply to do something, but in case you are one of those still wanting to but not sure how, let me offer a few suggestions.

Here are 5 easy steps to begin a daily quiet time:

Find the right place

Pick a place where you’ll be everyday for your quiet time. Obviously, if you travel frequently this is more difficult, but the more routine you can make this the better. It should be as free of distractions as possible. This place will soon become very comfortable to you. I realize too, you may feel your life is too busy. I get it – I’ve lived in those seasons – and, still do many times. Don’t stress over perfection here, just strive for routine.

Schedule time

Pick a reasonable amount of time and put it on your schedule. If you use an electronic calendar like I do, you can set it to repeat the appointment everyday. Start with 15 minutes, maybe even 10. Five minutes in your “place” is better than nothing. The key at this point is consistency, so make sure you don’t burden yourself with something you will not do. By the way, it most likely will seem like a sacrifice at first, but keep the objective in mind. You need this. As you accomplish discipline, in a little time it will be easier to increase the time you spend.

Choose your goal

Ask first what you hope to achieve and base your format around it. For example, if developing intimacy with God in prayer is your goal, then you will probably choose to spend more time in prayer. You may also want to write down your prayers. If Bible knowledge is your goal, then you may want to choose to do a Bible study. And, if memorizing Scripture is one of your goals, you’re likely to be writing numerous index cards of various verses. You can change the goal over time and do combinations of each of these. It’s not what you do – but that you do it – which matters most.

Plan activities

Now that you have a goal, decide what you will specifically do in your time. Will you do a Bible study or simply read Scripture and pray? If your time is 15 minutes, for example, you could spend 6 minutes reading the Bible, 3 minutes talking to God, 2 minutes in silence, asking God to speak to you, and 4 minutes writing your thoughts at the time. If you choose the structure of a Bible study, you may need to allow more time, but again, the key is you decide before you start what you are going to do during this time. The idea is not to be mechanical or punch a clock here, but rather to provide structure, which will lead to productivity in your building your God relationship. Again, don’t worry as much about what activities you are doing at this point, just do something.

Discipline

This is the absolute most important part. Commit to doing something consistently for at least 30 days. Every day – without exception – do it – whether you “feel” like it or not. If you miss the exact time, make it up later in the day. Again, it will require sacrifice. Habits and lifestyles form this way and you’ll need this discipline, because as soon as you attempt this dozens of obstacles will stand in your way.

Now I realize “easy” is not the best choice of words for this post, but I did want you to read it. Developing this time into your daily schedule will not be easy. Nothing of value is ever easy. The main objective for any of us, including pastors, is disciplining ourselves to do something everyday. Over time, it becomes a habit that is easily repeated. Even better, it will soon become the best and most productive part of your day.

Help my readers out.

What tips do you have? When do you do your daily quiet time? What format are you using?

A Meeting No Leader Likes to Have, But Should Always Consider

A very successful business mentor of mine once gave me a vital tip about a necessary meeting all leaders should consider. Unfortunately, I have had to use his advice several times.

You don’t ever want to have this meeting. You certainly don’t want to have it very often.

But, having this meeting could avoid you having other even harder meetings than this one. And, it could turn out to be a blessing for everyone.

It’s called “The Meeting Before the Last Meeting”.

It’s a meeting you have when –

Someone who is not performing well on the team.

You’ve warned them numerous times.

They have exhausted their chances with you or with the team.

You’re at the point where you believe it would be better for them to leave the organization.

Before you release them (which is one of the hardest things a leader has to do)…

Have one more meeting.

The meeting before the last meeting.

It’s a meeting where you give grace, a final chance, and clear guidance as far as what needs to improve and by what date you expect to see results.

But, here’s the whole reason you’re having the meeting.

You make it very clear this is the meeting before the last meeting.

The meeting after this meeting will not be fun for anyone.

It will be the last meeting – the very last one. The working relationship would be terminated at this point.

According to my friend, the meeting before the last meeting usually produces one of two results rather quickly.

A tremendous turnaround. And, you’ve secured a valuable team member.

Or a confirmation the last meeting is the right decision. Then it’s time to move.

A couple things should be noted. First, you don’t always need the meeting before the last meeting. There are times it is very clear what needs to be done. The person isn’t a good fit, they have lost all energy for the mission, or they have gone so far they can’t recover in their current position. The meeting before the last meeting is for those people you believe have capability within the organization if they would pull themselves together and perform to their full potential.

Second, you have to have the fortitude to follow through if there isn’t improvement in performance. There is only one meeting before the last meeting. This is the hard part of leading.

No leader enjoys replacing good people. With the right person, and handled carefully, this can actually be a very affirming meeting which produces tremendous results.

A Life Principle My Daddy Taught Me

You May Need This One Today

My father was probably the most bottom line guy I know. One of his most quotable lines was “The main thing is don’t get excited.” If anyone was ever tempted to stress about an issue he would interject this often repeated line.

And, there have been many times I have needed to remember those words.

There’s another phrase he used often, however, which may be even more poignant for our day. Perhaps you need this one – for whatever you are facing – or fear you may face.

It is what it is.

And, you know, it really is what it is.

In other words, you can’t change it now. That’s a fact, Jack.

There is a Bible verse which always comes to mind. This may be one of my favorites.

If clouds are full of water, they pour rain on the earth. Whether a tree falls to the south or to the north, in the place where it falls, there it will lie. (Ecclesiastes 11:3)

It is what it is.

When the clouds are full – it rains.

When the tree falls – there it is.

Admitting “it is what it is” allows you to quit complaining and actually begin to figure out how you will live with the reality you are facing.

You didn’t get the job promotion. It is what it is.
The business failed. It is what it is. 

Where do you need to admit it is what it is?

Perhaps your marriage is in trouble. Maybe you have a spending problem. You’ve let your weight get out of control. Perhaps you’ve been a lousy friend. It could be you are in over your head and don’t know what to do about it.

Insert yours here __________________. But, whatever it is…

It is what it is.

The first step in moving forward is often to admit the reality you’ve been denying or trying to ignore. Now that you’ve admitted what it is you can ask more important questions, such as – What are you going to do about it?

Because where you’re going is far more important than where you’ve been or even where you are currently.

7 Considerations of Whether You’re Ready to be a First Chair Leader

Previously I wrote a post on how to create environments which attract and retain first chair leaders in a second chair position. Read that post HERE.

The post was well received, but as expected, I received numerous questions after the post. The most common had to do with how to spot a first chair leader – or when a second chair leader should consider being a first chair.

A former intern of mine had a similar question. He’s a great young man, with a bright future ahead of him. I’m so proud to call him friend.

Here’s what he asked:

How long do you typically recommend a young first chair leader sit in the second chair? Obviously it depends on the individual and the leader, but in general there is always more to learn. What process would you go through to evaluate when the young leader seems ready to branch out? Thanks! Miss sitting in the chair under you!

Great question.

I told him I was working on a post. I decided to think through some of my own experiences and some of the observations I’ve made over the years. Frankly, some are based on frustrations I’ve experienced and certainly I’ve observed or even caused others to feel.

Let me make clear, as if you didn’t know, this is a subjective post. I couldn’t write a post which would fully answer the question for every person. I can only share some principles I think could help a leader discern if they’re ready or if they need to consider a first chair position. If you were sitting down with me to talk through this issue, I’d probably advise you to think through some of these.

Here are 7 considerations of when you may need to be a first chair leader:

You can’t seem to be satisfied with leadership you are trying to follow.

I learned years ago one way to discern the gift of teaching – I’m always thinking, “I could teach this better” — you may have the gift of teaching waiting to be expressed. The same is often true of potential first chair leaders. I’ve talked with some leaders serving under tremendous first chair leaders who were still continually frustrated. Sometimes it’s not the person they are leading, but an indicator they need to try leading on their own — at least for a season.

You are always pushing past the current limits set for you.

You keep hitting a lid. First chair leaders (and many second chair leaders) hate to be capped to a level of achievement. If this is continually happening to you – and frustrating you – it may be time for to move chairs.

You have a different vision than you are being allowed to live.

Let’s face it, any healthy organization has a defined vision — one of them – sometimes a few smaller ones which support the one. But, if you have a personal vision which doesn’t fit anywhere in the mix this doesn’t necessarily mean your vision is wrong – or their’s is. It may just mean you need to go pursue the vision you feel God has given you.

You are dreaming big dreams without an outlet to realize them.

Let me be honest, sometimes you have to start something if you want it to be “your” dream. Let me also be clear, I’m a leader, but also a pastor. So the pastor in me says to make sure it’s a God-given dream, but there are times God has something He wants you to do. Not that you will accomplish it on your own, but you may have to be the one to lead the effort. This is sometimes done from a second chair position, but frequently, if you keep feeling setbacks along the way, it may be you need to change chairs.

You are ready to handle first chair issues – including criticism.

This is a big one. I chose to mix it here among the others, because it’s a harder one to accept. This is one of those “you won’t fully understand until you experience it” kind of things in life. When you lead from a first chair position there is a unique weight on your shoulders which can’t be fully appreciated until you sit in the chair. And, no first chair leader doing anything of value is removed from criticism. Leadership involves change – leading people somewhere new. This isn’t always neat, tidy, or even fun. Some days are harder than others. Some days – in fact, some seasons – there appear to be more critics than supporters. And, by the way, this can happen when things are going great overall. Are you ready for this? It requires a gut check honest conversation with yourself, and perhaps with others you trust to speak into your life.

You are a self initiator.

Do you take the initiative to pursue something new or do you tend to wait until someone spurs you? First chair leaders often feel the need – even the calling – to move forward while everyone else is comfortable sitting still.

You influence others.

This is another place where self inspection is important. Do people seem to look to you for direction or insight? Ask yourself, are others following you naturally? In my experience, if people won’t follow you without the first chair position they probably aren’t going to follow you – short of force – if you move into the first chair.

This post is intended to help. Actually, I hope it helps the first chair leaders who see people in second chairs around them who may need a little encouragement – even to switch chairs – or to be patient where they are at the time. I hope it encourages some second chair leaders to self-evaluate, ask hard questions, spend some time with God and others and discern their next steps.

There is no guarantee you’re ever ready to be in a first chair position. Again, no post could do this for you, but your response to some of these considerations may help you decide if you fit some of the profile of many first chair leaders I know.

You may recall my former intern asked the question “when”. I closed my reply by telling him I don’t think there is a certain time, but there is a certain maturity for which I would look. And, I think we often know if we are ready, but sometimes need someone to affirm it in us. Don’t be afraid to ask someone to speak into your life.

You’ll never be fully prepared for a first chair position, any more than we are ever prepared for what’s “next” in our life. But, as has been eloquently said so many times before – Where God calls you – He equips you.

7 Ways to Attract First Chair Leaders to a Second Chair Position

I always advise young leaders, if they can, to sit under a seasoned leader for a while, learning all they can, before they venture out on their own.

I realize that’s not always the advice a young, ready-to-go leader type wants to hear – and I get it, since I was one of those younger leaders. And, we learn mostly by failure, so there is something to be said for jumping out on your own, getting both feet wet (to use another cliche metaphor), and starting something new.

Not long ago I was visiting with a group of leadership students from a nearby Christian college. I had just offered this advice.

These young leaders are ambitious. They are ready to make their mark on society. Most are studying for ministerial positions within the church.

Many of these young leaders will be church planters, and we need them to be. We need more church planters. Still, if I was advising one of my own children, I’d give the same advice. If possible, sit under a seasoned leader for a season.

Someone asked me a question.

How do you attract (and keep) “first chair” type leaders into a “second chair” position?

This group had been studying the concept of first chair and second chair leadership, so this prompted a good, obvious question.

(For some help with definition, if needed, the first chair leader usually has a title such as C.E.O., President, Senior Pastor. Second chair leaders have a title such as C.O.O., Vice President, Associate Pastor.)

How do you attract (and keep) “first chair” type leaders into a “second chair” position?

They followed that question with another equally good question.

They asked if I felt I could ever again be a second chair leader. At this point, they knew my history. I’ve been a first chair leader for well over 20 years.

My answer to the second question first. Yes. I could be a second chair leader.

My answer to the second question.

Here are 7 ways to attract (and keep) first chair leaders in a second chair position:

Remove the lids

The real reason most people resist the second chair is they don’t want to be limited in how much they can achieve. The best first chair leaders are willing to get out of the way and let people around them lead – even if the second chair person’s success gains more notoriety than the first chair.

Empower individual dreams

If a second chair person feels the freedom to dream big dreams – even individual dreams – they’ll be fueled to continue in the role. They may have to be empowered to work on dreams which are even outside the vision of their current organization. Of course, they still need to meet all the requirements of a good second chair leader, so there should be loyalty to the place where they are currently serving in the second chair.

Let the leader build a team

Second chair leaders, who are qualified to be first chair leaders, need to have the freedom to build their own teams. They should be able to recruit and lead their own people. (Again, I can offer this qualifier in every point, but this is with the understanding there is an overall vision which must be maintained, and ultimately the vision holder is the first chair leader. But, if the second chair leader is on board with the vision – give them room to build and lead their own team.)

Invite their input into larger decisions

This is huge. Second chair leaders who could be first chair leaders want to play a part in the overall strategy and implementation of the organization. They have ideas. They have energy to invest in them. They want to make a difference. If you want to keep them you have to give them a seat at the lead table.

Give them a voice

This goes with the last one, but not only should they have a seat at the table, but their input should matter. Their opinion must make a difference in the overall direction of the organization. The weight of their suggestions must be valuable in making final decisions. Hyper controlling leaders will have a very hard time with this one, but it’s critical to retaining the best “first chair minded” – second chair leaders.

Don’t Micromanage

This one probably goes without saying, but it needs to be said to many senior leaders I know. The best first chair leaders don’t micromanage anyone, but this is especially true if you want to attract the first chair leader types into the second chair. You certainly can and should have broad goals and objectives for them to achieve, and, again, they should be working for the same overall vision of the entire organization, but then, if you want to keep them, get out of their way and let them do their work.

Extend recognition

Don’t hog the glory. (Of course, the only real glory goes to God, but don’t be afraid to celebrate other people’s success – and, I would add even louder than your own.)

Let me be clear, as I tried to be with the leadership students, there are exceptional second chair leaders who never desire to be first chair leaders. They are awesome! I love having serving with them on a team. In fact, I’ll be transparent enough to say without some of them I am very ineffective as a first chair leader. You don’t want me in the first chair unless I have some good second chair people around me.

There are good first chair leaders serving in second chair positions. Keeping them is more difficult, because they are natural first chairs. There’s another blog post here on how I spot a first chair leader, but I have always had some on my team. They make me and the organization (or church) I lead even better.

Granted, some don’t even like this type discussion, especially in a ministerial context, because Jesus is in the first chair – ALWAYS – and, I totally agree with that – and to some, who don’t appreciate the concept, it my sound egotistical. I get that too. I’ve written about the church afraid of leadership previously. But, if you want to ignore the realities of organizational structures which exist in any place where two or more people are gathered, including the church, you can probably ignore this post.

If you want to attract and keep first chair leaders in a second chair position – I hope this post helps.

8 Common Emotions of Change – and How to Deal with Them

I speak frequently to pastors and ministry leaders – and some business groups – about leading healthy change. Every time I mention one thing any leader attempting change needs to understand – the emotions of change.

You cannot lead successfully if you do not understand every change has an emotion. Plus, if you don’t emphathise with those emotions – and, I’m not trying to sound dramatic here – you are either being cruel or ignorant as a leader.

So, how do you deal with the emotions of change. Well, let me offer a few suggestions.

Here are 8 ways to react to common emotions of change:

Fear

Give information. People usually fear what they don’t know more than what they do. During seasons of change it’s important to increase the level of communication.

Grief

Allow time to adjust – even to heal. There’s been a loss. The biggest objection people have to change is usually the sense of loss, which fuels the emotion. You don’t get over this immediately. Obviously, if a person can never get over it you may have to move forward without them. But, make sure you don’t move without them because you stepped on their season of grief.

Enthusiasm

Temper celebration when change is still hurting some people. Don’t slap those opposed in the face immediately. Of course, never say “I told you so”. That screams arrogance. Celebrate yes, but do it with taste when feelings are involved.

Anger

Give it time to see if it calms. Extend forgiveness where necessary. Allow people to express their anger without retribution. Anger is usually the result of unmet expectations. Don’t agitate even further by not following through on commitments made. Some people can’t move forward once they’ve gotten angry. They don’t know to move forward. But allow time to see if it’s just an initial, reactionary outburst.

Confusion

During times of change attempt to be the king of clarity. Use various methods of communication. People hear things in different ways. Make sure everyone hears you or has an opportunity to it they are listening. (And some won’t)

Loneliness

To address this one you have to somehow replace the loneliness people feel with something they can enjoy even more. It will take time. Again, some won’t get there, but if the change is worthwhile, most people will eventual see some value in the change – especially as it relates to their personal values. Bottom line here: Make good changes.

Sadness

Recognize and acknowledge that some people will have a genuine lack of happiness about the change. That’s okay. Don’t force it. Don’t expect it. Give it time. Sometimes giving them new roles within the change gives them relief from the sadness. But the best response here is to be patient with people. Sadness doesn’t heal under pressure.

Numbness

Energize them with the vision. Let the vision drive their enthusiasm. That means you have to repeat the vision often. Sometimes daily. And you celebrate vision accomplishment more than anything else you celebrate.

Any ideas you would care to share?

3 Common Fears of Every Young Leader

I’m convinced. After years mentoring younger leaders, there is something all of us leaders with more experience need to know.

Every young leader shares some common fears.

Granted, I’ve mostly worked with young male leaders (and I am the parent of boys), but I suspect these fears aren’t gender exclusive.

And, they aren’t talked about much – or even admitted. The pressure to perform often keeps us from admitting fear, but these are real fears.

Here are 3 common fears of every young leader:

Am I good enough?

Do I have what it takes to do this job? Can I perform to expectations? Will people really even follow me?

I have a young pastor friend who actually looks younger than he is. Almost every week a person in his congregation will say something such as, “That was a pretty good message for a 20 year old.” He’s in his 30’s – and super sharp. It causes him to question, however, if these people are actually following his leadership – or even believe in him.

Am I performing to expectations?

Our biggest critic is usually ourselves. We second guess even our best work. Young leaders don’t have a track record to know when they are doing well and when they are not. They only know what they know. I feel many young leaders are always looking over their shoulder wondering if other people approve of them and their leadership.

What happens if I fail?

Seriously, what will I do if mess this up? Will I ever be given another opportunity? Or, is this a one shot deal?

Common and legitimate fears.

Do you want to make a difference in the life of a young leader? Help them answer these questions – in the affirmative. Help them know they’ve got this, you believe in them, and you are in their corner.

Above all, help them believe in themselves. Help them discover their inner strength – their God-given grace – their God-given talent. Give them words of affirmation. Help them know, by God’s grace and His strength working through them, they can weather any storm and overcome any obstacle which may get in the way of being all God has called them to be.

Seasoned leaders, this is a great pursuit for us. It’s a great way to allow your experience to work for Kingdom good. Find a young leaders who needs to hear from you. Something tells me we can help build future leaders – and, in the process, leave a legacy.

10 Suggestions to Welcome a New Pastor

I frequently receive questions from churches who want to welcome a new pastor and do it well. I’ve written extensively about some of my own transitions. I assume people think I might have advice to give a congregation for how to best help the pastor and pastor’s family feel welcome and acclimate.

And, the fact is I do have some thoughts. More than my usually seven.

Here are 10 suggestions for welcoming a new pastor:

Pray for him daily

You knew I’d say that. Right? But, truly, there is no greater comfort for a pastor than to know people are praying for them by name. I can literally feel it at times. On an especially stressful day, I sense God’s protection by the prayers of God’s people.

Love and honor the pastor’s family

This includes helping them acclimate to the community. Especially if there are still children at home, they will need more family time at home, not less. The family is stretched and stressed – out of their comfort zone and pulled in so many directions. Let the pastor have adequate time at home. Let the family time be honored as much as their church time. Read THIS POST and THIS POST for more thoughts on this post.

Tell the pastor and family your name – again – And again. And again, if necessary. Learning names may be the hardest thing a new pastor has to do. Give them ample time to learn yours.

Don’t gossip about the pastor or family – There will almost always be changes when a new pastor comes to a church. If you don’t understand something – ask. Be very careful not to propagate misunderstandings. Be a positive voice for the future. And, stop gossip and rumors as soon as you hear them.

Speak encouragement – Say, things like, “Pastor, I’m here to help.” And, mean it.

Introduce the pastor to leaders – In the church and in the community, it is helpful if the pastor knows the influencers whom they will likely encounter during their ministry. The earlier – the better.

Let the pastor set the pace – It will take a while for a new pastor to figure out their stride. Give them your understanding during this time. They may not make every visit you want them to make. They may not place priority where you think it needs to be placed. They may not introduce change as fast as you want them to, or it may seem too fast. Let them set the pace – especially in the early days.

Don’t offer a million suggestions – There will be time for that, but the new pastor needs time to learn the church. Most likely you’re already doing lots of things – some good and maybe some not so good. Let them learn who you are as a church before you fill their head with too many new ideas.

Don’t prejudge – A new pastor will make their own mistakes. Don’t hold a previous pastor’s mistakes against them. Don’t assume, based on their history or your expectations of them, that they will perform a certain way. They may. They may not. I came out of the church planting world and into an established church. I think some people assumed I’d wear sandals on Sunday. I haven’t yet.

Extend the honeymoon – Honestly, it usually seems too short anyway. If the pastor begins to make any changes at all, some people lose faith in them. A new pastor needs time to acclimate. They need time to learn you and the church. Keep loving and supporting them, even when changes become harder to make and harder to accept. If God brought the pastor to your church, God wants to use them there. Let God do as God intended.

Those are my suggestions. I feel the need to add to this post (even after it first published) this is a general post, one of principle, not a specific post to your exact context. I don’t know your church or your new pastor. I do these can help a few churches.

Pastors, anything you would add?