Wilderness-Tested Partnership for Church Leaders

The pastoral transition and selection process involves dozens of complex decisions that require both spiritual discernment and practical wisdom. Our coaching ensures you approach each choice with biblical confidence and wilderness-tested insight.
 

Systematic Candidate Evaluation Development:

• Create biblical criteria framework based on 1 Timothy 3 and Titus 1 qualifications
• Develop assessment tools that reveal character alongside competency
• Design evaluation processes that prioritize calling over credentials
• Build consensus-making skills for unified decision-making
• Establish objective frameworks that reduce bias and personal preference
   

Interview Strategy and Discernment Training:

• Structure meaningful conversations that reveal pastoral heart and vision
• Develop questioning techniques that assess theological depth and practical wisdom
• Create authentic interactions that allow genuine relationship building
• Design interview environments that put candidates and committee at ease
• Balance formal assessment with informal relationship opportunities
   

Reference Check Excellence:

• Learn to conduct thorough, insightful reference conversations beyond provided contacts
• Develop skills for asking questions that reveal both strengths and growth areas
• Build networks for accessing secondary references who provide balanced perspectives
• Create systematic approaches for evaluating conflicting or concerning feedback
• Establish protocols for handling sensitive information with appropriate confidentiality
   

Trial Ministry and Final Selection:

• Plan "in view of a call" weekends that facilitate authentic mutual discernment
• Design congregation interaction opportunities that reveal cultural fit
• Create assessment frameworks for evaluating preaching in your specific context
• Develop voting processes that honor both democratic principles and spiritual discernment
• Build skills for presenting final recommendations with confidence and unity
   

Coaching Format: 

Our interims provide weekly sessions throughout your search process with email and phone support between meetings, plus emergency consultation availability.
 

Faithful Planning That Balances Urgency with Biblical Wisdom

Every church wants to find their pastor quickly but rushing leads to poor matches that create long-term problems. Our timeline coaching helps you balance legitimate urgency with the patience required for biblical discernment.
 

Realistic Milestone Development:

• Create achievable timelines based on your church's specific context and search complexity
• Understand seasonal factors that affect candidate availability and decision-making
• Build flexibility for God's timing while maintaining forward momentum
• Balance thoroughness with efficiency to prevent search fatigue
• Account for congregational readiness and interim ministry considerations
   

Momentum and Accountability Systems:

• Establish regular check-ins that maintain progress without creating unhealthy pressure
• Develop tracking systems for candidate process and evaluation stages
• Create accountability partnerships within the committee for task completion
• Design celebration milestones that maintain committee morale and spiritual focus
   

Congregational Expectation Management:

• Help your congregation understand the biblical basis for patient, thorough search processes
• Develop communication strategies that maintain support without revealing sensitive details
• Create realistic timelines that account for God's sovereignty over human scheduling
• Address anxiety and impatience with biblical teaching about waiting on the Lord
• Build congregational prayer momentum that supports rather than pressures the process
   

Seasonal and Strategic Timing:

• Navigate holidays, vacation seasons, and church calendar considerations
• Understand optimal timing for candidate transitions and family considerations
• Plan search phases that align with interim ministry and congregational preparation
• Account for budget cycles and compensation negotiation timing
• Balance candidate sabbath rhythms with search urgency
   

Building Healthy Foundation for Pastoral Partnership

Unmet expectations destroy pastoral relationships before they begin. Our coaching helps you establish realistic, biblical expectations that create an environment where both pastor and congregation can thrive.
 

Congregational Heart Preparation:

• Guide your church through biblical teaching about pastoral calling and authority
• Address unrealistic expectations rooted in previous pastoral relationships
• Develop healthy understanding of pastoral limitations and human frailty
• Create realistic job descriptions that attract rather than overwhelm candidates
• Build congregational appreciation for pastoral families and their unique challenges
   

Search Committee Training and Expectation Alignment:

• Align committee members around biblical criteria for pastoral evaluation
• Address diverse expectations within the committee through structured discussion
• Develop shared vision for the type of pastoral leadership your church needs
• Create healthy boundaries between personal preferences and church requirements
• Build skills for managing difficult conversations about candidate evaluation
   

Pastoral Candidate Communication:

• Develop clear, honest communication about your church's context and challenges
• Set appropriate expectations about community, facilities, and ministry challenges
• Create transparency about church governance, decision-making, and authority structures
• Communicate realistic expectations about pastoral role, responsibilities, and support
• Build skills for negotiating pastoral covenants that protect both parties
   

Family and Personal Life Boundaries:

• Help your congregation understand appropriate expectations for pastor's family involvement
• Address cultural assumptions about pastoral availability and work-life balance
• Create healthy boundaries around pastor's children and spouse participation in ministry
• Develop realistic expectations about pastoral social relationships and community involvement
• Build appreciation for pastoral continuing education, sabbath, and personal spiritual development
   

Access Quality Candidates Through Strategic Networks

The right pastoral candidates don't always find you through traditional channels. Our coaching includes access to our candidate network and training on effective sourcing strategies.
 

Strategic Network Access:

• Connect with our established relationships throughout Texas Baptist life and beyond
• Access candidates from seminary networks, associational connections, and denominational relationships
• Identify quality candidates who may not be actively seeking but open to God's direction
• Build relationships with placement professionals who understand your specific context
• Develop ongoing candidate pipeline even when you're not actively searching
   

Resume Evaluation and Pipeline Management:

• Learn systematic approaches to candidate evaluation that prioritize substance over style
• Develop skills for identifying promising candidates who may not present well on paper
• Build networks that continue providing candidate connections beyond your current search
• Understand how to evaluate candidates' social media presence and online ministry
   

Diversity and Cultural Competency:

• Explore candidates who might bring fresh perspectives while maintaining theological alignment
• Consider generational, ethnic, and socioeconomic diversity in your candidate profile
• Understand how to evaluate candidates for cultural fit without discriminatory bias
• Build appreciation for different ministry styles and leadership approaches
• Create openness to candidates who might challenge the congregation to grow
   

Ongoing Relationship Development:

• Maintain appropriate relationships with quality candidates throughout your search process
• Develop skills for encouraging candidates without creating false hope or inappropriate pressure
• Learn to provide helpful feedback to candidates whether advancing them or not
• Build reputation as a church that treats candidates with respect and professionalism
• Create systems for recommending quality candidates to other churches when they're not your fit
   

Partnership That Continues After the Call

The pastoral search doesn't end when you extend a call. Our coaching continues through the critical early months when patterns are established and relationships are built.
 

Installation and Welcome Planning:

• Design meaningful installation services that honor God's calling and establish pastoral authority
• Create welcome events that build genuine relationships rather than artificial expectations
• Plan congregation preparation for receiving new leadership and adjusting to change
• Develop systems for introducing the pastor to community leaders and ministry partners
• Build appreciation celebrations that honor the search process while focusing on future ministry
   

Early Relationship and Expectation Navigation:

• Coach through inevitable adjustment challenges in the first 90 days
• Address communication misunderstandings before they become relationship problems
• Help navigate different leadership styles and decision-making approaches
• Support healthy boundary setting around pastoral availability and family life
• Guide through early wins and disappointments with realistic perspective
   

Ministry Momentum and Vision Development:

• Maintain existing ministry effectiveness during leadership transition
• Support collaborative vision development between pastor and congregation
• Help balance continuity with appropriate change and fresh direction
• Build systems for ongoing feedback and relationship health assessment
• Create sustainable patterns for pastor-congregation communication and partnership
   

Six-Month Partnership Assessment:

• Evaluate how the pastoral relationship is developing
• Address any concerning patterns or misunderstandings early
• Celebrate successes and acknowledge areas still needing attention
• Assess whether the pastor-congregation fit is developing as hoped
• Plan for ongoing support systems beyond the search committee involvement