Hiring an Executive Pastor? (Part 2)

This is Part 2 of a blog on hiring an executive pastor. The first part focused on the good (and bad) reasons for creating the position. Here I address the keys to success once an XP is hired. Let’s assume your decision to hire an executive pastor is based on the right reasons, you’ve conducted a thorough and prayerful search, and you have just brought a great person on board in the role. Now what? What are the keys to success as you launch this new position?

• Clearly define the role – have you created a written job description? In my experience, job descriptions for executive pastors are only a starting point, but they are still important. The new XP needs to understand what is expected of him or her. Beyond the job description, the senior pastor needs to be prepared to spend at least the first year providing clarification. For example, if the XP is to “run the staff meetings,” will the senior pastor still attend the meetings? Does the XP set the agenda? If so, does the senior pastor need to review it first? If not, how should the senior pastor be involved with the staff?
• Leverage complementary gifts – you don’t need an XP who is just like you. You need someone who is different, whose strengths and gifts line up with the areas where you struggle. But this means that you have to recognize and deal with three challenges. First, you have to be willing to admit your weaknesses. Second, you have to allow someone to be better than you in those areas (without getting defensive or jealous or feeling insecure). And finally, you must realize that differences in abilities and perspectives will create moments of conflict.
• Create a true partnership – the best senior-executive pastor pairs are partnerships. Think of Paul and Timothy. A defining characteristic is that the senior pastor wouldn’t hesitate to have the XP represent him in a key conversation or meeting. This is only possible if the trust level is very high between them. And high trust only comes when they intentionally spend time together and invest in each other’s lives.
• Be patient – don’t expect dramatic results instantly. When you’re wondering if the new XP will ever get up the learning curve or reach his or her full potential, remember that great partnerships aren’t created overnight. And when you butt heads because of personality differences, remember that those difference will make you and the church stronger. It takes several years for an executive pastor to hit his or her full stride.
• Close the back door – the first time that a church hires an XP, everyone else on the staff takes a “step down.” Rather than reporting to the senior pastor, they now report to the second chair. Some staff members won’t like this and will test the system by going directly to the senior pastor for advice or approval. If you allow this to happen, you will greatly diminish the XP’s role. It’s better to be unavailable or to listen politely and then redirect them to the executive pastor without making a decision.
• Share the vision – for the XP to be the “go to” person for implementing the vision, he or she must fully understand and support it. In the best partnerships, senior and executive pastor dream together. It’s not just the senior pastor’s vision; it’s theirs together. This takes time, but great power is unleashed by a vision that is truly shared.

One final thought: make a point to have periodic check-up visits during your new XP’s first 12 to 18 months and ask for their perspective on how things are going. Easy? Not at all. But investing in these key factors will pay great dividends for you and your church over the long haul.]]>