Timeline

are we growing, plateaued, or declining?

Before we decide where we want to go,  we need to know where we are.

How big is the congregation? “Oh, we run about 250 or 260. Of course, it was Family Day year before last since we hit that number.” “It seems like we’re gaining a few now. The parking lot looked like there were more cars than usual.”

Those statements may or may not correspond to reality.

The best way I know how to learn the facts is to average attendance and contribution for as many years as the church has kept records and plot the results on a graph. Growth or decline is clear. I know nickels and noses are not the whole story, but they’re part of the indication of the health of the church.

Early in the interim process, I ask for volunteers to collect and record this information. In one congregation, we went through boxes and boxes of old bulletins to assemble figures.

The easiest time of collecting stats was at Eddyville, Kentucky. Emma Walker had kept information for Sunday mornings, Sunday nights, Wednesday nights, gospel meetings, and Vacation Bible Schools since the church moved to “New Eddyville” in 1961.

We copied her hand-written books (I didn’t want to be responsible for loosing the originals), distributed them to people who transferred information to Excel spreadsheets, and drew charts on large paper.

In other congregations, we made spreadsheets, took them to Staples or Office Depot and printed large charts to display.Adding other information can help give a visual factual reminder of major changes in the congregation:

Adding other information can help give a visual factual reminder of major changes in the congregation:

  • Appointment and resignations or deaths of elders and deacons.
  • Names and dates of service of preachers, youth ministers, and other staff members.
  • Building programs or relocations of the church.
  • Other major events that have affected the congregation.
  • Plotting of national and world events can put additional perspective to the graphic history.

After we review and discuss graphs and events, we divide into small groups and encourage people to share their memories of pleasant and painful events in the congregation.

A copy of this timeline should be sent to each preacher the church is considering. Just as the search committee wants a résumé, recordings of sermons, and three references of each preacher they are considering, they should supply information to candidates to help them evaluate their fit in this church.

I’ve observed the night of the timeline discussion to be a time of celebration, shock, nostalgia, contemplation, and hope. It’s one way of helping a group come to terms with it’s history.

What have you done to help a congregation reflect on where they have been to move forward more effectively?

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Interim Ministry Workshop

September 21–23, 2017

What do you plan to do for the rest of your life? How will you use the wisdom you have gained by study and experience as a preacher? For ten years, Gail and I have enjoyed interim ministry in seven congregations. We have continued to learn and grow. We have been encouraged by brethren in all these places. Some of you have the ability to offer a great service. I would like to share what I am learning with you. We will meet in the beautiful new facilities of the Charlotte Heights Church of Christ, 6833 Old Charlotte Pike, Nashville, Tennessee 37209.

Three things to do to take advantage of this opportunity:

    1. Mark your calendar for September 21-23
    2. To answer any questions, contact Jerrie Barber:jerrie@barberclippings.com(615) 584-0512
    3. Reserve your place in this workshop: I want to participate in this workshop

Reserve my place in this workshop

Eddyville, Kentucky

The cost is $317.49 per person.

Hendersonville, Tennessee

There is a minimum and a maximum number of participants:
The minimum for the course to be conducted is — 1. If no one shows up, I won’t talk.
The maximum is 20 people, total. We will be doing group sessions. Twenty will be the limit.

Cookeville, Tennessee

The concepts we’ll discuss will be good training for any preacher and his wife. Gail and I had an introduction course in 1996. We went through Interim Ministry Network training in 1998-1999, seven years before I started interim ministry. I took a refresher course in March 2007, before starting interim ministry in May of that year. The training and what I learned helped during those last years of full-time ministry.

LaVergne, Tennessee

Preachers’ wives are encouraged but not required to attend this workshop. Gail and I went for training together.

Maury City, Tennessee

Schedule

Thursday, September 21, 8:00 a.m.-5:00 p.m.; 7:00-9:00 p.m.

Friday, September 22, 8:00 a.m.-5:00 p.m.; 7:00-9:00 p.m.

Saturday, September 23, 8:00 a.m.-noon

Jeffersonville, Indiana

Topics:

  • The story of our journey to interim ministry.
  • Family Systems, the framework of working with groups.
  • Is there any hope for this church?
  • The work of the interim preacher — to guide and coach a process.
  • Contracts, opportunity to clarify expectations — objections to written contracts.
  • Compensation for an interim.
  • Making contacts, getting the word out that you’re available for interim ministry.
  • Rules. (Differentiation)
  • Initial Family Meeting.
  • Projects.
  • Preaching during the interim.
  • The interim’s wife — discussion, Q & A with Gail.
  • The Search — training those who will be searching for the new preacher.
  • The Preacher.
  • When you don’t need an interim.
  • Conflict management.

Sikeston, Missouri

Three things to do to take advantage of this opportunity:

    1. Mark your calendar for September 21-23
    2. To answer any questions, contact Jerrie Barber: jerrie@barberclippings.com(615) 584-0512
    3. Reserve your place in this workshop: I want to participate in this workshop

Reserve my place in this workshop

Self-Study Survey

What kind of preacher do we want? Will that kind of preacher want us?

Most Christians have an idea of the characteristics of the preacher they’d like to have. If the last preacher was their good friend, they probably want another just like him. Those aren’t available. If they didn’t like the former preacher, someone who is exactly opposite him would be good. There’s none of those.

Most want a preacher who lives like Jesus, studies like Paul, loves like John (when he was older), and visits and ministers like the Good Samaritan. It’s good to know what you are seeking, or you won’t know when you find him.

Have you thought about what prospective preachers are looking for in a congregation? How do they know if they fit the opportunities and expectations of the church? Are you aware the church is “trying out” as well as the preacher?

One helpful tool is a Self-Study Survey. I helped congregations administer one of these in each church where I’ve served as an interim.

There are several parts:

  1. Demographics: age, how long with the congregation, travel time to and from services.
  2. Involvement: roles, attendance, increase or decrease in involvement and why.
  3. Evaluation of programs and services of the congregation.
  4. How the congregation is like or different in its makeup compared to the community.
  5. Possible tasks of the future preacher and which are most important.
  6. Evaluation of the worship of the congregation.
  7. Thoughts on what makes a good sermon.
  8. Convictions on certain issues.
  9. Three open-ended questions:
    1. What would you tell the next preacher at this church?
    2. What advice would you give the elders of this church as they proceed?
    3. Please make any other comments that would be helpful for the health of this congregation during this time of transition or in the future.

The survey is anonymous. We don’t ask for names or save IP numbers of computers used.

Most congregations where I served used SurveyMonkey, an online survey tool. Paper copies are available for those who prefer and those who want to think before starting on the computer.

Filling out the survey takes forty-five minutes to an hour. We wanted, and have obtained, a number of at least half the Sunday morning attendance to complete the self-study.

My observations after administering and reading every word of surveys in six congregations:

  • Not everyone thinks alike. Some people who have different understandings are sitting on the pew with me — or very close.
  • Christians are at different stages in their growth, understanding, and service.
  • People have different expectations of a preacher.
  • The results of the survey can help men who are considering and being considered as the next preacher.
  • Open-ended questions are powerful. People have an opportunity to say what they’ve wanted to say. I’ve seen a change in the way those were shared. In the first two congregations, answers to the open-ended questions were not shared with the congregation. In the third, a committee summarized and paraphrased the answers to share with the church and prospective preachers. In the last three, answers were shared with the church and prospective preachers. I prefer the latter. The work of the search committee or elders is not to make the church look perfect, but to let a preacher know the challenges and opportunities before he gets there. This is one way to do this. If this isn’t the group he would like to serve, now’s the time to learn that. The best time to get a divorce is before you get married.
  • From my perspective, the most helpful thing about the survey is the thinking going on in the person completing the survey. Many have never thought of how complex leading and preaching to a group of people can be. Not everyone will get everything they want.

One of the most spiritual things a person can do is to think. One of the differences in fill-in preaching between preachers and interim ministry is the interim minister leads in several planned activities to encourage members to think about themselves and their relationship to the Lord, the effectiveness of the congregation and how it is serving Jesus, their community, and the world, and the transition going on in this church and their lives.

What would you do to help people make the transition after a long ministry?

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Between Preachers Has Completed a Year!

Thank you

Thank you for your encouragement during this first year of Between Preachers blog. Your reading, “liking” on Facebook, commenting, and emails have been helpful. I am asking three favors:

Request #1.

Please take a few minutes to fill out this 2-page survey.

It’ll help me understand who’s reading, what’s been helpful and not helpful, and what you would like in the future.

This survey is anonymous. It will improve my focus in writing during 2017, and beyond — if the Lord wills.

Between Preachers Survey

Please complete the Between Preachers Survey

Please complete the survey by February 28.

Request #2.

If this blog has been helpful to you, please share it with 3 others. Send your friends to this link: Between Preachers/Subscribe

Request #3

I’m planning an Interim Ministers Workshop in September. If you have an interest and would like more information, please send me an email: jerrie@barberclippings.com

Most Popular Blog Pages of 2016

  1. Between Preachers
  2. Is There Any Hope for this Church?
  3. Beginning at a New Church — My First Three Rules
  4. Originality Rule
  5. Communication Rules
  6. Our Journey to Interim Ministry
  7. The Search
  8. “I Don’t Think We Need to Write It!”
  9. Criticism Rule
  10. Principle 1 of Family Systems: The Identified Patient

Staff Meetings

coordinating and growing individually and as a group

Unity isn’t an accident looking for a place to happen. I often hear youth ministers, preachers, administrative assistants, and other members of the team talking about either bad or practically non-existent relationships among those who work out of the church building. I ask about their staff meetings, celebrations, and time they spend together. The answer often is, “We don’t spend time together.”

I’m not surprised that camaraderie isn’t great without aiming for it and working for it. I’ve enjoyed in four of six interim congregations having other people who are part of the team. We’ve had weekly staff meetings.

These weren’t always welcomed. As we began at one congregation, I asked, “What kind of staff meeting would you like to have?”

The reply from more than one person was, “None.” They told me previous staff meetings were times when they were reprimanded and embarrassed. I can understand their aversion to that kind of meeting

In some congregations, we have one or more elders who come to staff meetings. In some, they rotate. In others, it’s the same elder each time.

I begin with rules. Family rules are usually unconscious, unspoken, but understood. I spend the first meeting discussing and negotiating rules for staff meetings. I like to discuss them, agree to follow the guidelines we’ve negotiated, then review them six months from the beginning and adjust to achieve better results.

Here are guidelines for the staff meetings at Northside, the church I’m serving now:

 

For Staff Guidelines in PDF, click here

For Staff Guidelines in Word document, click here

There are three parts to our staff meetings:

  1. Bible study and prayer. We read a book of the Bible, a chapter a week. We spend about 30 minutes reading and discussing the chapter. The way we select a book to read is to give everyone a piece of paper. Each person writes the book they would like to read in staff meetings. We draw one to start, finish it, then draw for the next book. Eventually, everyone gets to study the book he or she suggested.
  2. Coordination. We discuss what’s going on in the congregation: regular services and projects, special events, the bulletin, people’s schedules, and other things that need to be coordinated.
  3. Staff development. This consists of reading 3-5 pages from a book encouraging growth in a group of people who work with others. It often takes a year or longer to read a book. But at the end of the year, we have ideas and a vocabulary enabling us to work more effectively. Some of the books we’ve read in staff meetings:

Conrad — Alabama Star;
30+ years at Northside!

Our staff has times of celebrations. We celebrate birthdays. It’s the responsibility of the person having a birthday to remind us it’s time for a birthday party. We go to a restaurant of their choice. Different groups have their rules on paying for the meal. In some, each person pays for the honoree’s meal and brings a card for the birthday.In others, elders allot money from the budget to pay for everyone’s meal. In one church, we enjoyed birthday parties so much we celebrated half-birthdays. Six months after each person’s birthday, he or she alerted us the half-birthday was coming up. We went to a restaurant of their choice; each person paid for their meal, and the honoree brought a birthday card for himself and told why he deserved the card.

It’s also good to schedule a time to say good-bye. When a staff member is leaving, we have a meal together and say what we need to say to reflect on our time together.

When the preacher, youth minister, administrative assistants, and other people who work from the church office like each other, get along, and work well together, people learn that. They notice the relationship, appreciate it, and may imitate it in their interactions with those close to them.

The opposite is also true.

It’s my observation that time and money spent in developing better staff relationships are wise investments and produce valuable dividends.

How have you improved staff cooperation?

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Opening Family Meeting

introduction to transition and interim ministry for the church where I'm ministering

At the beginning of each interim, usually on the first Sunday night following evening services, I hold a Family Meeting to get the process started. In two larger congregations, 600 and 1,400 in Sunday morning attendance, I went to Bible classes for this discussion. This provided an opportunity for more people to participate in the discussion.

I begin with the Discussion Rules. I start each new group with negotiating the Discussion Rules: Sunday morning Bible Class, Wednesday night Bible class, Staff Meetings, Transition Monitoring Team. When I had gone over the Discussion Rules the second time in one congregation, a perplexed brother asked, “How many times am I going to have to listen to those rules?”.

My reply, “Every time we start a new group. And you haven’t heard anything yet. You’re on the Transition Monitoring Team. We’ll take an hour to negotiate the rules at the first meeting.” Read more about Discussion Rules .

During this first Family Meeting, an information session for the entire congregation, we are setting structure and expectations of the next year to year and a half of our work together.

  • In the first part of the meeting: 
  • Recruit people for specific transition tasks (I will discuss these in following posts):
    • Transition Monitoring Team: a group to tap into the grapevine of the church and communicate to the elders what people are thinking, feeling, asking, saying, fearing, and hoping.
    • Welcome to our congregation and community: a document or part of the website to introduce the prospective preachers to the congregation and the community.
    • Timeline of this congregation: a compilation of the history, attendance, and contribution of the congregation from the earliest records until the present.
    • Conducting a self-study: an extensive questionnaire to let members tell who they are, evaluate the strengths and needs of the congregation, and describe the type of preacher needed at this church now. This will be set up as an on-line survey with printed copies for those who prefer that to using an electronic tablet or computer.
  • Planned sermon series:
    • Carving Ears, Cutting Out, Calling Angels, or Crucifixion, requirements for a follower of Jesus. Luke 9:23
    • How to Survive the Storm and Enjoy the Sunshine, dealing with conflict in the church. Acts 6:1-7
    • I Want the Church to Grow, But I Don’t Want Any More People, overcoming my discomforts to reach out to people unlike me and people I don’t like.
    • What Do You Do When God Is Late?, setting my clock with God’s clock.
  • Workshop once a month on Sunday night, a longer lesson on a practical topic.
  • Leadership Training Classes. 
    • God’s Great Servants, conducted on Wednesday night for elders, deacons, other men and young men who desire to be leaders in the church, their family, business, and other areas. These classes are for the administrative part of leadership.
    • Learning to Love My Friend(s), classes in the homes of the participants. We learn to have a greater appreciation of Jesus as my Friend, become a better friend to others using Jesus as the example of a perfect friend, and encouraging telling others about our best Friend by word and example. The study is about the pastoral part of leadership.
  • Read my contract, including my salary and housing allowance — if the elders permit. Early in my ministry, I didn’t want people to know my financial arrangements. I’ve learned that full disclosure of all agreements helps people understand and eliminates many questions. They already have the answers. Interim contract…read more.
  • Questions and comments.

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Name Memory Rule

what happens when I don’t remember your name?

We’ve been doing interim ministry more than nine years. We’ve worked with six congregations. There are more than 2,500 people that attend those congregations. Frequently, when I’m in a group, someone will ask, “Do you know who I am?”. The answer is often in the negative. The situation is awkward. Embarrassment is felt by both sides of the conversation.

I’ve found letting people know in the beginning about how I remember names is helpful.

I know how to remember names.

I’ve been through the Dale Carnegie course five times. I was a student the first time in Madisonville, Kentucky starting in August 1969. Besides the Bible courses I took in college, the Dale Carnegie course is one of the most helpful learning experiences in improving my preaching, study, and working with people. After graduating from that course, I served as a graduate assistant four times. I also took the Dale Carnegie Sales course.

I know how to remember names.

The laws of memory are

I — impression
R — repetition
A — association

Six common ways to make associations:

B — business
R — rhyming word
A — appearance
M — meaning
M — mind picture
S — similar name

I know how to remember names. I can quote the rules.

However, I often forget to practice what I know. Therefore, I don’t remember a couple hundred or more new names quickly.

Let me ask you — do you enjoy someone coming to you, putting you on the spot, and asking, “Do you know who I am; do you remember my name?” I’ve asked that question to 2,500+ people and I haven’t had a person raise a hand indicating they welcome that encounter.

screenshot_99

It’s encouraging to me. Because no one likes that, I know how everyone is going to treat me. We are followers of Jesus. Jesus taught us how to treat people in the Sermon on the Mount: “Therefore, whatever you want men to do to you, do also to them, for this is the Law and the Prophets” (Matthew 7:12, NKJV).

My rule is this:

If you’re in a hurry for me to remember your name, I’ve found that having a meal with someone improves my memory. Feel free to schedule that soon and let’s get acquainted.

This has worked well. It’s true. I’m a slow learner. I don’t like to embarrass myself and others. People have understood and cooperated.

I’m doing this for myself. But I am also doing this for the next preacher. In some congregations where I’ve worked as an interim, most people don’t remember a new preacher coming. Their former preacher had been there many years and knew everyone. It’ll be easier on the new preacher if people don’t put pressure on him to remember their names the first week.

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How Do You Get the Word Out?

how do people know you would like to work as an interim?

Someone asked a few months ago how to get the word out that you’re available. Unless a preacher is independently wealthy, which I’m not, it’s scary to begin working with congregations, resigning before you get started — effective in eighteen months, and then start the process again.

How do you let it be known you are available and willing to work as an interim?

God has blessed Gail and me for the past nine years to be involved in this ministry. Here’s my story:

  1. When I thought about the concept, I began to talk to anyone who would listen, and probably some who wished they didn’t have to listen. Our Journey to Interim Ministry.
  2. John Parker and I started a monthly newsletter When Your Preacher Leaves: Interim Services for Churches Between Ministers in June 2006. We had articles relating to interim ministry, books that were helpful, and a report of our activities during the month. John started interim ministry earlier than I did.
  3. Barber Clippings was a blog I started in December 2006. This is the one I used. It is free and easy to start and maintain: Blog Instructions .
  4. About this time, Jill Parker build a website for me. I tried to post every tool I had that would be helpful for churches and preachers in transition. It worked well until it needed to be changed. I contacted a company who build a website and instructed me how to maintain it.
  5. John and I ended our newsletter in October 2014.
  6. I started my blog, New Shepherds Orientation, in January 2015. I used Michael Hyatt’s WordPress theme, Get Noticed. It’s more expensive than many other themes, but it’s easy to use and looks good. He has a helpful video for people wanting to set up a WordPress blog: How to Launch a Self-Hosted WordPress Blog in 20 Minutes or Less: A Step-by-Step Guide. I don’t think I finished in twenty minutes, but I was able to set it up and have continued to maintain it. New Shepherds Orientation and this blog, dealing specifically with interim ministry, Between Preachers, has been helpful in getting connected with congregations who consider my services. It’s my impression that elders usually spend considerable time on my website before giving me the first call. They have the opportunity to learn more about the concept of interim ministry, and become better acquainted with me: About, check my References from elders and comments from members where I’ve worked for the past forty+ years.
  7. I choose to be active on Facebook. I communicate blogs posts, book “mustard seeds,” meetings, workshops, and the times I’ve been available for interim ministry. I have a New Shepherds Orientation page where I share information on leadership workshops and ideas on interim ministry. I am grateful for the amount of free advertisement available by internet, social media, email, and other web-based tools.
  8. I am on Twitter — @JerrieWBarber.
  9. There have been two times in the past nine years that I didn’t have a congregation interested when I completed an interim. These two times my habit of adding people and facts to my Contacts paid off. As of today, I have 5,589 entries in my Contacts list on my iPhone. Not everyone in my list has an interest in my interim ministry — plumbers, electricians, mechanics, doctors, etc. But many of them do have an interest. I composed an introductory letter about my work. I went through my list in alphabetical order sending out individual emails — many with personal comments — to people I thought might know of some congregation that could use my service. The first time, in January 2010, I sent out 700 emails. I stayed up one entire night sending out emails. The second time, July 2013, I sent out an even 1,000 emails.

These are some of the ways I have “put out the word” about my availability. This may sound complicated. But it started a quarter a century ago with talking about an idea I thought would be helpful. I found other people had the idea before I did who had studied and developed principles I could learn and adapt. The steps that followed were months and years apart. As I view the process, I can say I believe Paul when he wrote, “And my God shall supply all your need according to His riches in glory by Christ Jesus” (Philippians 4:19, NKJV).

I am receiving more and more calls for this work. For those interested, I am considering a three-day training session on interim ministry next year. Please contact me if you would like to know more: jerrie@barberclippings.com.

What have you found effective in letting people know how you would like to serve in any area?
Please comment below:

“I Don’t Think We Need to Write It!”

objections to written job descriptions and contracts

We don’t need to write anything down. We’ll just trust each other like Christians, and I promise you we’ll take care of you and work out any problems that come up along the way.” And that’s been the beginning of disappointing “agreements” between leaders and their new preacher.

But what could go wrong when we’re all sincere, honest, and faithful brethren?

Let me suggest a few things I’ve learned from the University of Hard Knocks, whose colors are black and blue and the school yell is, “OUCH!”.

Some possible agreements:

  1. What do you expect of me?
  2. What are my responsibilities?
  3. How will I know if I am doing well, mediocre, or if I am in danger of being terminated?
  4. Will I know that in advance of termination or will I be informed on the way out?
  5. What spiritual support will I receive?
  6. How often and when will I meet with the shepherds?
  7. As your preacher, how many weeks do I get for vacation?
  8. Will these be with or without pay?
  9. How many weeks do I have for workshops and gospel meetings?
  10. Who arranges for speakers when I am gone and who pays them?
  11. Are there provisions for medical and life insurance, car mileage reimbursement, provisions for continuing education or lectureships or seminars, reimbursement for half of social security, retirement, or other benefits?
  12. When I decide to leave, or you decide for me to leave, will there be severance compensation until I relocate?
  13. How long will that be?
  14. Etc., etc., and etc.

If any, all, or some of those are discussed, how many in the group remember them fifteen minutes after we agreed on them?

In the last two posts, I wrote about the importance of specific written agreements. Not everyone agrees with that concept. Here are reasons people have for resisting.

  • “If we don’t trust each other any more than that, we have no business working together.” It isn’t a matter of trust, it’s a result of imperfect memory. After that, each will regard the other with suspicion and distrust. Each is sure he remembered correctly. A way to eliminate that is to write it, sign it, distribute it to all parties, scan it, save it on your computer, back it up to external hard drives (I use three in rotation), secure it in the cloud, and put the original in your safe-deposit box in the bank. Since I’ve done that, I’ve never had a disagreement on details of my agreements that wasn’t solved by reading the document.
  • “In my daddy’s day, people just shook hands and did what they said they were going to do.” If it worked for your daddy, I’m pleased. My experience is I forget. We had written agreements with our children when they were growing up. Every time I remember having a disagreement, I was wrong. I wasn’t trying to cheat my children. I forgot the details. When we checked the document, I had no trouble doing what I promised to do.
  • “I don’t think it’s spiritual for brethren to have to write every detail. It seems like Christians should be able just to agree and do what they said they’d do.” In His two big agreements, the Old Testament and the New Testament, He chose to have details and stories recorded in writing. Some of the big agreements, He wrote in stone — twice! When the first copy was deleted by breakage, He had another copy made and placed in a safe-deposit box (the Ark of the Covenant).

My conclusion: the only people who don’t need to write their agreements are those who’ll never forget and who’ll never die — and they need to work only with people who’ll never forget and never die. Otherwise, misunderstandings, hurt feelings, and damaged relationships are likely.

What are your thoughts and what’s been your experience in recording and keeping of agreements?
Please comment below:

How Much Do You Pay an Interim?

what is fair compensation for the interim preacher and the congregation?

In each discussion with a congregation considering inviting me to work with them, we get to the question, “How much do you pay an interim?” My consistent response for nine years, “Pay me what you paid your last preacher.”

Five reasons I think this is a good and fair request:

  1. You need an interim who’s as good at his work as your last preacher was at his.
  2. Paying your interim the salary you paid your last preacher is fair for small, medium, and large congregations.
  3. You’ll pay your next preacher as much, or more than you paid your last preacher. I’ll help you hold the place in the budget for him.
  4. A worker is worthy of his pay. If an interim preacher has spent his life learning, applying, and teaching the principles of transition, his knowledge and wisdom are worth that of any other consultant of comparable ability.
  5. People show respect, value, and credibility by compensation. Not every church has followed this principle, and I agreed to work with them. Observation: when a church did significantly less, it was also expressed in their attitude toward me. They expressed that by what they paid me and by the way they treated me while I was there. I just wasn’t that valuable. Non-verbal communication is powerful. Although I was paid well and lived comfortably, their response to that suggestion was the first sign of how I’d be regarded by them. I’ll ponder this in the future.

It’s expensive to be an interim.

We live where we work. We’ve lived in two houses owned by churches for use by their preacher. We’ve rented three apartments. We’re now renting a house close to Northside where we’re woking, and paying utilities.

We’re maintaining our house in Nashville. We pay utilities, property taxes, insurance, and mowing. We don’t move to a new location. We live there, bringing our clothes, computers, and an interim bed. Brethren loan us furniture while we’re working in a location. They pick it up when we leave. What isn’t loaned, Gail buys at a thrift store. This helps the most unpleasant part of our interim ministry, relocating every eighteen months.

God has been good and provided for our every need and most of our wants. I appreciate the support of brethren to permit the enjoyable work we’ve been doing for nine years.

What are your thoughts about compensation for interim preachers?
Please comment below: