When Ambition Masquerades as Calling

Age is a humbling thing. It brings aches in new places, but it also brings old decisions into sharper focus. One uncomfortable truth I have come to see is this: Not every decision made for questionable reasons ends badly.

That may be one reason some of them are so difficult to recognize. Sometimes the opportunity works out. Sometimes the new position goes well. Sometimes everyone involved flourishes. The outcome becomes evidence we use to reassure ourselves that we made the right decision. But good outcomes do not always justify the reasons behind our decisions. Sometimes we succeed for the wrong reason.

You’re wondering about that questionable decision, aren’t you? One in particular has returned to my thoughts recently. It happened in 2011. At the time, I was serving as pastor of Benton United Methodist Church. A few years earlier, in 2008, I had taken a clergy renewal leave. When I returned that December, I stood before the congregation and made a commitment: I would stay as their pastor as long as they would have me.

And I meant it when I said it.

At least, I thought I did.

Then, in February 2011, the bishop called. He invited me to serve on the Cabinet as a district superintendent. It was an honor—a significant opportunity and the kind of invitation a pastor does not receive every day.

Vanessa and I talked about it. I said I would pray about it. Looking back, however, I’m not sure I really did. If I prayed at all, my prayer was probably more “Thank you” than “What do you want me to do?”

The truth is, I had already made up my mind.

The invitation felt like the next rung on the ecclesiastical ladder I had been climbing for a long time. It carried recognition, greater responsibility and the possibility of broader influence. I could easily describe it as an opportunity to serve the Church in a new way—and it was.

But it was also something I wanted.

There is nothing necessarily wrong with accepting a new responsibility or pursuing an opportunity. There is also nothing necessarily wrong with ambition. The danger comes when ambition becomes so entangled with our sense of calling that we can no longer tell them apart.

That is what happened to me.

I accepted the position without fully wrestling with the commitment I had made to the congregation. A promise that had sounded firm in 2008 suddenly became negotiable when a sufficiently attractive opportunity appeared in 2011.

Perhaps it was a promise I should never have made. In the United Methodist system, pastors do not ultimately control how long they remain in an appointment. But I had made it. The people had heard it. They had every reason to believe I meant it.

And then I set it aside. At the time, I had plenty of ways to justify my decision. It was a good opportunity. It was a larger role. It offered the possibility of broader impact. I could tell myself that the bishop had called, the Church needed me, and God had opened the door. All those things may have been true.

But they were not the whole truth. The rest of the truth was that my ambition spoke louder than my commitment.

I wish I could point to a particular moment when that realization struck me, but I can’t. It emerged gradually. As I have grown older and looked back across the years of my ministry, I have begun to see things I could not—or would not—see when I was living them.

Faithfulness has certainly been part of my story. I have loved the Church. I have wanted to serve Christ. I have tried to follow where I believed God was leading. But faithfulness was not the only thing driving me. Ambition was there too.

That is difficult for me to admit because ambition rarely announces itself honestly, especially in the Church. It does not usually say, “I want a more important position,” or “I want people to recognize me.” It learns to speak the language of calling, opportunity, influence and impact.

We tell ourselves we are expanding our ministry. We are accepting a new challenge. We will be able to influence more people. We may even interpret the opportunity itself as proof that God wants us to take it.

I did not have to choose between faithfulness and ambition because I had learned how to call my ambition faithfulness. Only with the passage of time have I become more capable of separating the two.

Leading a small congregation has been part of that process. Small-church ministry has brought a level of humility into my life that I did not know I needed. It has forced me to reconsider some of the assumptions I once carried about success, influence and significance.

There are fewer people in the room. There is little institutional prestige. Most of what happens will never be noticed beyond our congregation. There are no impressive statistics to report and few opportunities to convince myself that the size of my platform is evidence of the importance of my ministry. There are simply people to love, Scripture to teach, burdens to help carry, prayers to pray and a congregation to serve. And perhaps that is closer to faithfulness than much of what I once imagined.

Small-church ministry has not removed every trace of ambition from me. I am not sure anything short of complete sanctification could accomplish that. But it has exposed ambition in ways that success often concealed it. It has reminded me that a larger assignment is not necessarily a more important one, and that faithfulness cannot always be measured by the size of the room, the prominence of the title or the reach of the ministry.

Sometimes faithfulness looks like staying.

That is what makes the promise I made to the Benton congregation difficult to remember. I told them I would remain as long as they would have me. A little more than two years later, when an attractive opportunity appeared, that commitment became negotiable.

I never went back and acknowledged that to the congregation. There was no moment when I stood before them and admitted how much ambition had influenced my decision. I cannot go back and change what I did, but I can look back honestly and name what I now see.

Some things can be corrected. Other things can only be confessed.

I do believe God was at work in ways I could not see at the time. The Benton congregation has flourished, and so have Vanessa and I. God brought good from the years that followed, and I remain grateful for them.

But good outcomes do not make every motive good.

God’s ability to redeem a decision does not relieve me of the responsibility to examine why I made it. Grace does not require me to rewrite the past so that I was right all along. Grace gives me the freedom to admit that I was not fully honest about what was driving me—with the congregation, with God or perhaps even with myself.

That may be one of the most difficult forms of repentance. Failure forces us to examine ourselves. Success often allows us to avoid it.

Sometimes the hardest thing to face is not realizing that we failed.

It is realizing that we succeeded—and still need to repent.

Until next time, keep looking up…

If any of my reflections encouraged or challenged you, follow Not the Perfect Pastor on Facebook for more conversations about faith, ministry, and becoming faithful disciples of Jesus.

A Methodist Firing…

Don’t Fire Your Preacher the Wrong Way

Well, it happened. I knew it would eventually. What happened? A Methodist preacher got fired. We’re not accustomed to that.

See? What used to happen before the big “split” in the United Methodist Church was a pastor got “moved” whenever a congregation wanted a change in pastoral leadership. Every year, the Staff-Parish Relations Committee would meet to do an evaluation of the pastor.

Generally, at the end of the evaluation, there were two options: move, or stay. If the Committee (congregation) wanted the pastor to return, they checked stay. If they wanted to “fire” the pastor, they checked move. That’s the simplified version, but basically the process.

Pastors filled out an evaluation, too. It was basically the same process in reverse. It was a means of communicating to the denominational higher ups whether the pastor wanted to stay at the congregation, move to a new one, or was open to either prospect (meaning “I’d take a better appointment”).

Well, for those Methodist pastors (including myself) who left the United Methodist Church, times have changed. Especially for those pastors serving congregations who remained independent. We can get fired–just like our colleagues in most Baptist denominations (and a few others).

I had a friend and former colleague who “resigned” from his congregation recently. He was “asked” to resign (which is code for “resign or we’re going to take a vote and fire you”). Mind you, this was not a pastor who had only served the congregation for a short time and it just didn’t work out. The pastor had served them for over a decade, so he wasn’t an unknown quantity.

I don’t know all the specifics of the separation (and I don’t want to know), and no, I’m not going to name names or point fingers. This isn’t a blog about that. This is a blog about this brave new world many Methodists are living in, and is offered as an encouragement for independent Methodist congregations to act in Christian ways when they feel like it’s time for a change in pastoral leadership.

I’m not saying this congregation acted in an un-Christian way, though from some conversations I’ve had with folks in the congregation I’ve surmised it was not handled in a healthy way for either the pastor/family or the congregation. This is not about that. It is about being faithful in the inevitable event that a pastoral change is necessary.

As I’ve reflected on and prayed about my friend’s situation, I’ve hit upon some advice I’d like to share with Methodist congregations as they live in their new reality.

Be Transparent

First, be transparent (or as transparent as the situation allows). When a pastor “resigns” or is unexpectedly fired from his/her position, it raises a lot of questions for the congregation. Those questions, when they go unanswered or unaddressed, can easily give fuel to gossip in the congregation. That gossip can also easily damage the pastor’s reputation.

Can you hear the gossip now? “Oh, what did he/she do?”

“He must have stolen money!”

“There must have been a moral failure.”

“Who did he/she offend?”

Transparency quells the gossip–well, mostly. Gossips are going to gossip, but leadership owes the congregation and the pastor the truth.

If leadership wants to fire the pastor, own it. Don’t put the onus on the pastor as if it was his/her decision. And, don’t put in place any non-disclosure agreements (unless the law necessitates it). Don’t say to the pastor, “We’ll pay you a severance if you don’t say anything to anyone.” That’s just more fuel on the fire.

Be Generous

Speaking of severance, that brings me to the second point I want to make: Be generous to the pastor and the pastor’s family, regardless of the circumstances of the separation. Three to six months of salary should be offered to the departing pastor.

Why? Well, consider everything the pastor loses when he/she loses their position. First, they (generally) lose their home. If the church owns a parsonage, the pastor and family have to move. They may even have to purchase a new home.

Even if they already own their own home, the likelihood is they will need to sell it and move to a new community because full-time ministry positions don’t grow on trees. Seriously, how many opportunities for vocational Methodist ministers exist in your town? That’s what I figured.

It will take a minimum of three to six months for the pastor to find a new position, move to a new community and settle in new environs. Congregations need to consider this when choosing to fire a pastor. If the congregation (or congregational leadership) made the decision to transition to new leadership, count the cost and own it–every stinking bit of it. It’s the Christian thing to do.

Secondly, the pastor and his/her family loses their friendship network. Most of a clergy’s friendship network is within the congregation. In one fell swoop, those relationships are gone. They also lose their church family, too. The children (if there are any) lose their schools and their friends. The spouse also has to find a new job.

Think about this: You’re a teacher and you lose your position. You still have your friendship network. You still have your church home. You (most likely) still have your home. For the pastor and his/her family? All three are gone in one decision by a church board or congregation.

Every congregation initiating a move should graciously provide counseling as part of a severance package and job search assistance to the pastor/family. I’m reminded of what the Apostle John wrote in 1 John 3: 17–“If someone has enough money to live well and sees a brother or sister in need but shows no compassion—how can God’s love be in that person?

Be generous, my friends. It’s the Christian thing to do!

Be Patient

Perhaps I should have started with this advice–be patient. What do I mean by patient? Well, unless the leadership has worked with the pastor through a remediation plan before they ever come to a “firing” decision, well, you’ve already done it wrong.

When problems arise (and they will), the first step should be for the person designated by the church by-laws (Discipline) to sit down with the pastor to provide a clear explanation of the issues at hand. There should always be a process in place to work with the pastor to address any issues the congregation may be facing.

That process may include counseling, continuing education or even arbitration, and there must be (let me stress MUST) a process to continually re-evaluate the situation. It’s simply a matter of justice, folks.

Don’t blind-side your pastor with a list of complaints (especially anonymous ones) and then say, “We think it’s time for a change.” That is the most unjust thing that can ever happen. If your congregation’s “firing” happens like that, well, your congregation has deeper issues that a new pastor isn’t going to change.

Sit down. Develop a plan. Work the plan…for a minimum of twelve months. Communication is key. Conflict avoidance only heightens the conflict. Working through a remediation plan is the most gracious and healing way to deal with issues involving pastoral leadership.

Granted, there will be some pastors who don’t respond well to remediation. Believe me. When I was a District Superintendent, I encountered some of those pastors. I’ll share with you what I recently shared with my congregation: Don’t let someone else’s misbehavior be an excuse for your misbehavior.

Honestly, if a pastor isn’t open to working through and responding positively to a process of conflict resolution, he/she will make the decision to initiate a transition. Most pastors don’t want to move. Most pastors are serving their congregations in a self-sacrificial way. Congregations need to repay that sacrifice with transparency, generosity and patience.

A Word to Pastors

Let me just say a brief word to pastors who may be reading this–this advice works in reverse, too. Don’t blind-side your congregation with the news that you quit! It’s not fair to them. Seriously, if you feel the Holy Spirit’s nudging to a new season of ministry, sit down with your congregation’s leadership and be transparent. Give plenty of notice. Hey? The congregation (leadership) may even be helpful in the discernment process.

If we, as pastors, want congregations to be fair with us, we must be fair with them. After all, pastors don’t grow on trees. Leaving on short-notice brings harm to the congregation and thus, to the Body of Christ. Don’t be one of those pastors.

Just Do the Right Thing

Let me reiterate: All this advice is absent moral failure on the pastors part. The moral failure of a pastoral leader opens up a whole other can of worms. Talk about harm to a congregation and to the Body of Christ! There’s nothing that does more damage to the life and health of a congregation than a moral failure of its leader. That’s for another blog…or not!

Let me just say to congregations, don’t be one of those congregations that changes the locks to the church when the pastor is on vacation (it really happened). Trust me. That makes you like the Church of Laodicea (Revelation 3: 14 – 22). Jesus just wants to vomit you out of His mouth.

Just do the right thing. It honors Christ. It builds up the body of believers. It gives a good witness to the world.

Besides, for both pastors and congregations, the grass is rarely greener. Pastoral leadership is rarely the reason for dying congregations, and difficult congregations are rarely the reason for bad pastoral leadership.

Also, keep this in mind, congregations–pastors are in short supply. Pastors, keep this in mind–good pastoral appointments are in short supply. Especially in this new Methodist environment. It’s a new world we’re living in. Let’s navigate it with transparency, generosity and patience. We’ll all be better off in the end.

Until next time, keep looking up…