Transition updates for September 18

Thank you to the folks that wrote in with questions this week. Let’s jump right in!

Q. Is it maybe time to give up the idea of a transitional Pastor? No one has been found and maybe that should tell us something. Is it time to call a permanent pastor? Marcel has spoken in our church several times now and I am sure that you have been asked the question, why not him? Question, should we be looking at him seriously to become our next Senior Pastor?

Thank you for the note! It’s great to hear our guest speakers’ talent affirmed, as God as indeed led us towards fantastic partners like Marcel in this season.

We do actually have great candidates for transition pastor — we’re very encouraged by what we’re seeing. As our final hurdles clear for the kind of confidential HR stuff (reference checking, interviews, etc), we’re excited to be able to share names. Thank you for your patience!

We believe the Transition Ministry is such a valuable role — a little bit like doing marriage counselling before getting married. It really helps a church to focus on underlying issues, and future possibilities, instead of just continuing forward. We believe it’s important to process our community’s journey that we’ve gone through, and understand what’s next for KGF. While a skilled preacher and a great friend like Marcel offers a lot, the KGF Board is committed to finding somebody specifically for the role of transition. (And that means a talent like Marcel gets to stay in-the-running for leadership options down the road, if he wanted to apply!)

In the the job posting for Transition Pastor, you’ll see 8 key aspects to the role that are beautiful and crucial opportunities for our ministry at KGF:

  1. Ensure closure to the past: asking the hard questions, while providing support and encouragement
  2. Ensure relevant preaching and support strategic, transparent communication to staff, congregation and beyond
  3. Ensure effective short-term administration
  4. Ensure pastoral care of the staff and supporting them in pastoral care of the congregation
  5. Facilitate spiritual and relational renewal as needed; working with key board and Lead Team members to gather staff, board and key congregation in times of retreat to discern items 5-7.
  6. Facilitate mission and vision renewal as per assessment results and further discernment
  7. Facilitate structural renewal as per assessment results and further discernment
  8. Facilitate the search process based on finalized structure and Lead Pastor attributes identified through processes above

As a board, we believe it’s valuable and important to work hard to find a suitable transition pastor to accomplish those aims, and that skipping over them would be unhealthy. We also see that God has been at work opening doors and building connections with possible transition pastor candidates, which we are excited to share soon. And as you say — if it turns out that doors are closing, and it appears that instead it is time to call a permanent pastor, I pray we would be able to sense that opportunity too.

Q. We wish we could see what’s happening behind the scenes! I wish you could be more open to who you are considering for worship pastor and transition pastor. Why can’t it be announced who is being considered for each role? Is there a reason?

We’re sorry you’re feeling that way! We absolutely want to be transparent — it is a value the KGF Board has been working hard to follow, with this transition website and our attempts to keep up a regular flow of communication.

As for sharing names, we hear you. For a church driven by members, yes, we all need to know! We agree. The tricky thing is, this is also about people’s employment situations. So we want to be respectful of applicant’s privacy. Let’s say Jane Doe is being considered for a position, and we share their name — only to later discover their references didn’t check out. That becomes rather humiliating for the applicant! Or perhaps we share that we’re considering a candidate, but they have not yet informed their current employer that they are considering other job opportunities — that gets messy. So we’re committed to sharing names once the due diligence has been done behind the scenes, and strong candidates emerge that have been vetted, to avoid breaching applicants privacy.