Brian's note: Dr. Ken Moberg designed this grid to help church leaders determine the type of interim pastor their church needs. A "high level of intentionality" is another way of saying, a transitional or transformational (or interventionist) interim pastor, as opposed to a traditional or "maintenance model" interim pastor (or none at all).
|
Category |
1 |
2 |
3 |
4 |
5 |
|
Relationship between Pastor and Leadership Board |
Harmony and mutual support |
Normal give-and-take |
Characterized by tension; attempts at reconciliation |
Tension without reconciliation |
Open accusation |
|
Departure of Pastor |
Pastor retired out of this ministry |
Pastor was called to another ministry |
Pastor left without having another ministry |
Pastor was asked to leave |
Pastor was dismissed for cause |
|
Length and Character of Pastor’s Tenure |
6-12 years, well regarded by most |
4 to 8 years, well regarded by most |
4 to 8 years, mixed reviews |
More than 8 years and well regarded, or less than 4 years and not well regarded |
More than 12 years and highly esteemed, or less than 2 years not well regarded |
|
Location of Former Pastor |
More than 100 miles away |
More than 25 miles away |
Still in community, looking to move |
Still in community, no plans to move |
Still in the church, or planting another church in same community |
|
Cohesiveness of Church |
No families expected to leave |
Less than 10% of families likely to leave |
10% of families likely to leave |
25% of families likely to leave |
More than 50% of families likely to leave |
|
Maturity of Leadership |
Leaders mature, trained, rotational turnover |
Some maturity, no training, some unplanned turnover |
No training, some unplanned turnover |
No training, high unplanned turnover |
Elected leaders have resigned due to conflict |
|
Nature of Leadership |
Healthy turnover of leadership; former leaders become good followers |
Elected and non-elected leaders aligned |
Same people always elected |
Elected leaders are tentative, afraid to lead |
Non-elected leadership in charge |
|
Leadership Meetings |
Prayer and vision dominate agenda |
Short-range goals dominate agenda |
Business dominates agenda |
Problems and discipline dominate agenda |
Survival dominates agenda |
|
Clarity of Vision |
Vision documents are clear and agreed upon |
Documents present but people can’t articulate vision |
Documents present but little agreement |
Old documents, vision not agreed upon |
No vision documents; evidence of agenda conflict |
|
Congregational Meetings |
Congregational meetings are helpful, prayerful, worshipful |
Congregational meetings are mostly business |
Congregational meetings are generally considered irrelevant |
Congregational meetings show tension that nobody addresses |
Congregational meetings show open hostility |
|
Growth History
|
Growing annually by 15% or more over the past five years |
Growing annually by 10-15% over the past five years |
Growing by 1-10% over the past five years |
Stagnant over the past five years |
Declining over the past five years |
|
Effective Evangelism
|
10% conversion growth rate sustained for past five years |
Conversion growth rate between 5 and 10% for past five years |
Conversion growth rate under 5% for past five years |
Occasional stories of conversion over past five years |
No evangelistic growth over past five years |
|
Life Cycle of a Church (Bullard)
|
Vision dominates; relationships and programs healthy VRPm |
Programs and relationships dominate, vision okay vRPm |
Programs dominate, little vision vrPm |
Management dominates, relationships strained vrpM |
Vision, relationships, programs, management weak vrpm |
|
Totals
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Circle the box for each category that best describes your church situation. Then add up the points down the columns and determine a total score. Add up the scores of all the columns for a grand total. The higher the grand total, the greater the need you will have for an intentional interim pastor.
Used by permission of Dr Ken Moberg
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