Investing in Your Pastor

The pastor cares for the congregation, but who cares for the pastor?

I often hear the phrase "a healthy pastor makes for a healthy church," but we will only have healthy pastors as well as other clergy leaders if we are intentional in providing the support they need. Unfortunately, many churches do not yet see the need to invest in their ministers.

Whatever the church can do assure the health of the pastor and staff--spirituality, physically, emotionally--produces a great return on the investment. Every change of pastor or staff member challenges the smooth functioning of the congregation.

When a pastor leaves, churches not only go through a time of transition, but members are called on to invest time and money in finding a new pastor. The same is often true in replacing an effective staff minister. In most cases, a longer pastor or staff tenure benefits the congregation, providing continuity and assuring forward momentum. In a like manner, a minister who is nearing burn out cannot lead effectively. If a clergy leader is struggling with a spiritual, emotional, or physical concern, he or she cannot function effectively in congregational leadership.

What are some things that a congregation can do to invest in its ministers?

First, set boundaries. The congregation does not own its ministers nor are they simply hired hands. They are professionals who are seeking to fulfill their call as well as uniquely gifted individuals. Lay leaders need to have a clear understanding both of their expectations of their staff and when they are intruding into the personal lives of those individuals.

Second, the pastor and other ministers need weekly Sabbath. This does not take place on Sundays, usually the busiest day of the week for the staff. If most of the people in your congregation are working five days a week (probably 40 to 50 hours), then staff members should be expected to do the same with the understanding that Sunday is a day of work for them rather than a day off.

Third, the church should provide adequate health care for their staff. Too many churches are taking advantage of their ministers by shifting the cost of health care to either a spouse’s policy or some other alternative such as military duty. Health care must also be seen as holistic--physical, emotional, and psychological.

Fourth, ministers need the opportunity for renewal. When a minister attends a conference, participates in a denominational meeting, or attends a peer group, this is not vacation time. This is necessary for the minister to “sharpen the ax” in order to be a more effective leader.

Fifth, each minister needs to have someone who can be an objective sounding board. This function is often provided by a professional coach. Even if this benefit is not provided continually, a coach can be especially helpful for a minister when a new challenge or opportunity arises in the life of the clergy leader or the congregation.

Sixth, the church should have a policy of providing sabbatical leave for each minister after a certain period of time, usually every five years. Encouraging your ministers to have time away for relaxation, reflection, and learning reaps benefits for the congregation in more focused and better equipped leaders.

Unfortunately, few pastors or staff members advocate for these things on their own. Key lay leaders in the congregation can show their love and support for the ministerial staff by being vocal advocates for this type of support. Everyone will benefit.

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