Rather than
going through the process of searching far and wide for a new staff member,
many churches are choosing to select someone from within the congregation who
exhibits gifts for ministry. This is
nothing new for Baptists, of course. In
the late 19th century, young George W. Truett was headed in a
different vocational direction when his church decided that he should be their
pastor. He went on to be one of the leading
pastors in Baptist life. This approach is often found in the early Christian
churches where leadership evolved from within the fellowship.
There are pros
and cons to this approach, and both should be carefully considered before the
call is extended to someone who is already part of the congregation.
One can
identify a number of factors on the plus side, but let me suggest only a couple. First, the person is known by the church so
other members can attest to the individual’s character, abilities, work ethic, and
passion for ministry. The candidate is a
“known quantity”—the church knows what they are getting! Second, the person already lives in the
community and does not have to relocate.
He or she knows the church, the community, and (hopefully) the ministry
challenges in both.
There are
potential negative factors as well. What
kind of experience and preparation does the person bring the responsibility? Very often the person has skills that are
transferable to the ministry setting, but they may lack biblical and theological
background. Fortunately this can be
easily remedied. Theological schools such
as Central Baptist Theological Seminary provide not only satellite centers across
the country but also an extensive offering of online classes that are part of a
degree program.
Another possible
problem area is relationships. The
candidate might have been “just one of the folks” before, but when she or he
becomes a ministerial leader, those relationships change as well as the
expectations on the part of other church members. Some may envy the fact that
the person is now in a leadership role.
Other may expect favored status based on a long established friendship.
The most significant challenge
may come if the homegrown minister has to be terminated for incompetence, moral
failure, or budget concerns. If the
person has an extensive network of friends or family in the congregation, the
stage is set for conflict and division.
Despite potential
problems, the trend to “hire from within” is strong and seems to be increasing.
Such decisions should be made prayerfully and without haste. Church leadership and those dealing with
personnel issues can increase the possibility of success for such a candidate by
clarifying relationships, responsibilities, and opportunities for continuing
education as well as providing space for the person to “grow into” the
role.
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