Aaron Anderson

Selecting a Pastor Search Team (PST) Selecting a PST is a crucial task for any Baptist church following the termination, resignation, or retirement of a pastor. While such transitions are inevitable, they should ideally be infrequent. Regularly assembling a PST may indicate underlying health issues within the church. This process should adhere to the church's governing documents. Here, I offer suggestions for selecting a PST, with a focus on strengthening the church’s biblical foundation and unity during this pivotal time. The pastor search process provides a valuable opportunity to engage the congregation and reinforce three foundational Baptist beliefs. First, the teaching of the Priesthood of Believers emphasizes that every believer has direct access to God through the finished work of Jesus Christ, without the need for a human intermediary (1 Peter 2:9). This underscores the importance of each member's input in the search process. Second, the biblical qualifications for a pastor, outlined in 1 Timothy 3 and Titus 1, should be mirrored in the members of the search team. Attributes such as being “above reproach, self-controlled, hospitable,” and “having a good reputation” are essential for those on the team. Third, we must remember the sovereignty of God in guiding His church. The ideal members for the PST are those who exemplify the Fruit of the Spirit, maintain confidentiality, and have a deep understanding of Christian doctrine; the pastor search team is usually not a place for a new Christian. These individuals should represent the diverse perspectives, experiences, and backgrounds within the church, ensuring the search reflects the true nature of the congregation. Including a variety of ages, backgrounds, and perspectives can provide a well-rounded view of the church to potential candidates. While it is customary to receive nominations from the congregation, church leadership should have a thorough vetting process to assemble a representative and effective team. Practical considerations should also be addressed before forming the search team. The team should not be too large; groups of five to nine members are common, with two alternates. The chairperson should be comfortable addressing the congregation. It is essential to include members who understand the church’s history, culture, practices, and ministries. Having someone with human resources or business experience can be advantageous. Utilizing an outside consultant from the Association or State Convention to train and guide the committee often leads to a more effective search process. Many team members may lack experience in searching for a new pastor, making the guidance of a trusted consultant invaluable. A consultant often helps the pastor search team deal with challenging situations which arise during a search.

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On this episode of The Burge Report, Sam and I welcome Ryan Burge to discuss the true misery level of pastors. Listen now: https://lnkd.in/eqAKdkGt

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### Five-Fold Ministry Identity Assessment Are you called? Discover your true ministry identity! Unlock the understanding of your divine calling with our Five-Fold Ministry Identity Assessment. This assessment will reveal whether you are an Apostle, Prophet, Evangelist, Pastor, or Teacher, and help you understand how you are uniquely equipped to serve in God's kingdom. Take the assessment now and find out where your strengths lie in the Five-Fold Ministry. Are you ready to embrace your calling?

### Five-Fold Ministry Identity Assessment Are you called? Discover your true ministry identity! Unlock the understanding of your divine calling with our Five-Fold Ministry Identity Assessment. This assessment will reveal whether you are an Apostle, Prophet, Evangelist, Pastor, or Teacher, and help you understand how you are uniquely equipped to serve in God's kingdom. Take the assessment now and find out where your strengths lie in the Five-Fold Ministry. Are you ready to embrace your calling?

### Five-Fold Ministry Identity Assessment Are you called? Discover your true ministry identity! Unlock the understanding of your divine calling with our Five-Fold Ministry Identity Assessment. This assessment will reveal whether you are an Apostle, Prophet, Evangelist, Pastor, or Teacher, and help you understand how you are uniquely equipped to serve in God's kingdom. Take the assessment now and find out where your strengths lie in the Five-Fold Ministry. Are you ready to embrace your calling?

### Five-Fold Ministry Identity Assessment Are you called? Discover your true ministry identity! Unlock the understanding of your divine calling with our Five-Fold Ministry Identity Assessment. This assessment will reveal whether you are an Apostle, Prophet, Evangelist, Pastor, or Teacher, and help you understand how you are uniquely equipped to serve in God's kingdom. Take the assessment now and find out where your strengths lie in the Five-Fold Ministry. Are you ready to embrace your calling?

I loved Peter's "3 Myths", and his twelve points about how to know if it's time for succession. Myth 1: "I'm indispensible". (The graveyards are full of indispensible people). The redemptive response? Invest in the development of colleagues, and give away decision-making power. Myth 2: "I'll get around to it". The redemptive response? Set aside time for succession planning, and make it an annual conversation with the board. Myth 3: "No one will do this job as good as me". The redemptive response? Build a team and a culture that intentionally outlasts the current leadership. 12 points about "How do I know if it's time?" That's a whole other post 😀 coming soon. Thank you, Peter Greer for some rich input, some helpful ideas, and for your humble and generous posture. Oh: almost forgot, another nugget: "Posture precedes process". The best process can be ineffective if our posture before God and each other is wrong from the start.

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