I am that Pastor who will call you to set up that one on one conversation that needs to happen. However, when I call, If I can get in touch with someone who wants to or is thinking about leaving, I am avoided. At least where I am, I have done this numerous times in the past. 99% of the leaders or congregants wouldn't have that conversation and totally avoided communication. I listen and am very sensitive to the issues either staff or congregants have because I haven't forgotten how they feel. I was once a congregant and have been a staff member at least half of my ministry. I too always wanted to talk and was most of the time either put off or avoided. I do my best not to do this. However, where I am now, avoidance is the way these "transitions" are handled by those who are doing the transition. I just had an incident where a young adult told numerous lies on our leadership in the church. The other leaders never checked the validity of the claims made with the pastor, much hurt came.
Jennifer (Guest)
Posted: July 07, 2008
Every leader should have a contingency plan. This involves training classes with those persons who are interested in leadership and/or volunteer roles with the understanding that they will be selected in rotation as needed. Keeping them involved as you go along gives you the advantage should someone drop out. This means that the leaders must keep communication open, be creative, dedicated and actually have an ongoing passion for the growth of those trainees. Adverse situations should be a part of the training factor, such as a conflict management class being included in the training curriculum. When people are not totally taken by surprise, a few will always be prepared to step up to the plate and utilize their training as well as exercise their faith that this time will pass. The bottomline is open and ongoing communication and involvement.
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