Beyond the Ordinary

What are the consequences of clergy turnover? (Part 2)

By Cynthia Woolever

Sometimes pastors leave a congregation because of conflict. What is the conflict about? One out of three pastors whose church had experienced conflict in the past two years reported leadership style as a source of conflict. But other disagreements erupt into conflict around church finances, changes in worship services, or renovating or building new facilities. Our national study of congregations included churches and parishes that participated in 2001 and again in 2008, giving us the perfect opportunity to look at conflict and clergy turnover.[i]  

One in four congregations reported church conflict that led to a pastor’s departure. None of the congregations with the same key pastoral leader in 2008 as in 2001 reported a leader departure related to conflict. However, 26% of churches with different pastors in 2008 said the church had experienced a conflict that led a pastor or minister to leave in the past five years. (We did not ask additional questions about the nature of the conflict.[ii])

One in ten pastoral leaders serving their congregation since 2001 report conflict that led to a church split. We also asked church leaders if the congregation had experienced a major conflict that led to a church split. In churches with the same pastor in 2008 as in 2001, 11% reported a church split in the past five years because of conflict. None of the churches with a new pastor reported a similar event.

Congregations with a different pastor in 2008 experience minor conflict more often than churches that retained the same pastor. Conflict is much rarer in congregations with the same pastor in 2008 as in 2001. Two out of three pastors who arrived in their congregation sometime since 2001 reported some minor conflict. New leadership always means change and some adjustment for members. However, we also discovered that fewer pastors who were new in 2008 reported some form of major conflict (only 24% did) compared to pastors who had been in the same congregation since 2001 (35% reported major conflict).¹

Conflict is part of church life. People of faith will always disagree. The question is: How can we prevent those disagreements from growing into major fights. These results confirm that when conflict is not resolved there is the potential for members or the pastor to leave. Departures rarely solve the underlying issues. Departures also rob people of faith of the opportunity to practice peacemaking skills.

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[i] Based on responses to the Leader Survey, completed by a sample of 108 pastoral leaders whose congregations participated in the 2001 and 2008 U.S. Congregational Life Survey. The survey question about conflict asked about conflict in the past two years.

[ii] Based on responses to a Congregational Profile, completed by a key informant in each congregation. The survey question asked about conflict in the past five years.

 

What Are the Consequences of Clergy Turnover?

By Cynthia Woolever

Pastors serve a congregation, on average, about five years before leaving for another call. The amount of time pastors remain in any single position varies greatly by their denominational affiliation, career stage, theological training, and church setting. Because the U.S. Congregational Life Survey included congregations that participated in the national study in 2001 and again in 2008, we can explore the congregational consequences of a change in pastoral leadership.

About half of the congregations experienced a pastoral transition between 2001 and 2008. Conservative Protestant churches were the least likely to experience a pastor turnover—only 29% of these churches welcomed a new senior or solo pastor during the past eight years. Relatively few Catholic parishes experienced priest turnover—only 36% of these parishes welcomed a different priest (senior pastor) in that period. The biggest clergy turnover occurred among mainline Protestant churches. Two-third of these churches received a new senior or solo pastor during the past eight years.  

Clergy turnover is associated with numerical decline for mainline Protestant churches. Many mainline Protestant churches that experienced a pastoral transition during the eight-year period (2001 to 2008) also declined in size. Mainline Protestant churches that lost their 2001 pastor lost an average (median) of about 16 people in worship between 2001 and 2008. On the other hand, those mainline Protestant churches that retained their pastor reported almost no change in worship attendance. About seven out of ten churches with new pastors in 2008 reported a decline in worship attendance. In contrast, about half of churches with the same pastor reported worship attendance declines.

The relationship between clergy turnover and growth or decline is less clear in conservative Protestant churches. However, conservative Protestant churches that lost their 2001 pastor actually increased their worship attendance by an average of almost 18 attendees. Those conservative Protestant congregations that retained their pastor declined slightly in size. Their average worship attendance declined by about five attendees. Nevertheless, two-thirds of conservative Protestant churches with the same pastor declined in worship attendance between 2001 and 2008. In contrast, only four in ten conservative Protestant churches headed by a different pastor in 2008 also reported worship attendance declines.

Pastoral turnover is unrelated to growth or decline in Catholic parishes. In Catholic parishes, a change in the leadership was not related to any change in worship attendance. About 86% of Catholic parishes were smaller in 2008 compared to 2001 regardless of whether there was a change in the head priest.

Do pastoral turnovers create numerical decline? Well, it’s complicated. Many factors play a role in decreasing or increasing worship attendance and diminishing or growing church vitality. Research indicates that longer tenures give pastors more time to build relationships, lead through a period of change, and resolve long-standing conflict. The time between the departure of one pastor and the arrival of the next can be a “down-time” when mission and programs grind to a halt. It can take a new pastor several years to reinvigorate members’ energy and investment in congregational life after such a period. Sometimes the numerical decline precedes the pastor’s departure. Clergy often leave congregations when conflict, resistance to change, and diminished ministry opportunities discourage them. Finally, the picture above does not capture the quality of pastoral leadership. The consequences for the congregation are quite different when an effective leader departs versus when an ineffective pastor leaves for a new call.

 

Congregational Conflict: Increasing or Decreasing?

By Deborah Bruce

A recent post noted that congregational conflict is relatively common. Has that always been true? We asked a similar sample of pastors about congregational conflict in 2001. Let’s see what was going on back then.

Conflict is somewhat more common today. In 2001, three in ten pastors saw no conflict in their congregation. By the fall of 2008 and the spring of 2009, the proportion decreased to two in ten. The good news is that most pastors who see conflict describe it as minor.

More conflict about the congregation’s finances. In only one area did reports of conflict increase substantially—congregational finances. That’s not surprising given that the second survey took place at the beginning of the recent recession. With the worsening economy, many congregations have faced financial difficulties, and those struggles can often lead to disagreements.

Less conflict about worship. Fewer pastors now recount conflict related to changes in worship or music styles. Have congregations ceased exploring variety or new elements in worship? That’s unlikely. In fact, in the 2008/2009 survey, two in ten congregations reported starting a new worship service in the previous five years, and almost as many changed the style of a worship service. Yet financial issues lead to more conflict these days.

Leadership remains a common topic of conflict. The pastor’s leadership style topped the list of conflict sources in 2001, as it does today. Nonetheless, large majorities of pastors (89%) and worshipers (85%) agree that the pastor is a good match for the congregation.

Who Are Pastors Today?

By Deborah Bruce

Are pastors today pretty much the same as pastors in days gone by? Or are the changes we’ve seen recently in society and in congregations reflected by those serving as pastoral leaders?

Comparing pastors serving in a random sample of congregations in 2001 to those serving in another random sample in 2008/2009 helps us answer these questions.[i]

How are pastors different today?

Three key demographic differences stand out when we compare pastors in 2001 to pastors in 2008.

More women in ministry—but only in mainline Protestant churches. Today almost three in ten senior/solo pastors in mainline Protestant churches are women—up from two in ten in 2001. Almost no women serve as pastors in the other faith groups.

Pastors are older. Between 2001 and 2008 the median age of pastors increased in all three faith groups. This change mirrors that for worshipers.

Many pastors are ordained later in life. Among pastors who have entered ministry recently (in the past 10 years) the median age at ordination is 43. Compare this to the median age among those who’ve been in ministry for more than 30 years: 26 years. Similar differences are seen in all three faith groups. This change reflects the increasing numbers of pastors who are entering ministry after another career. Second career pastors also contribute to the increasing median age of pastors.

In future posts, we’ll look at other ways pastors have changed—and stayed the same—in recent years. Stay tuned!

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[i] The U.S. Congregational Life Survey included a survey of one key leader in a national random sample of congregations. In 2001, the leader survey was conducted by Jackson Carroll, who summarized findings in the book, God’s Potters: Pastoral Leadership and the Shaping of Congregations (Eerdmans, 2006). We managed the leader survey in 2008 and will publish results in the upcoming book: Leadership that Fits Your Congregation: What Kind of Pastor for What Kind of Congregation (Chalice Press, 2012).

 

Congregational Conflict: Common or Uncommon?

By Deborah Bruce

Has your church ever experienced conflict? Perhaps people disagreed about budget priorities, a speaker for a special event, a change in worship schedules, or even the color of the carpet! If so, you’re not alone. Was it so severe that people—or even the pastor—left? That’s relatively rare.

Church conflict is common. Eight in ten pastors (79%) report that their congregation faced conflict in the past two years. In most cases the conflict didn’t escalate beyond minor (56% of pastors report minor conflict). Yet one-quarter of pastors serve congregations where the discord grew and was termed “major”—sometimes so severe that a church leader or worshipers left. This pattern remains about the same regardless of church size or faith group.

Leadership and finances top the list of conflict topics. Pastors indicated which of 13 possible sources of conflict described the situation in their church. Pastoral leadership style and finances emerged as the most common issues. About three in ten pastors report conflict in each area.

The sources of major and minor conflict differ. What caused the disagreement varied dramatically, though, based on whether it was described as major or minor conflict. Where the conflict was minor, pastors mentioned finances, building and renovation issues, and pastoral leadership style most often (each by more than 20% of pastors in churches experiencing conflict). Yet pastoral leadership style contributed to the conflict in one-half of churches experiencing major conflict.

Building issues and changes in music styles lead to more minor than major conflict. Leadership issues such as pastoral leadership style, lay leadership style, conflict between staff and/or clergy, and women in leadership positions in the congregation more often contribute to major conflict.

Stay tuned for an upcoming post on how congregations handle conflict.

Other looks at congregational conflict:

Faith Communities Today

National Congregations Study

 

Weighty Issues

By Joelle Kopacz

Last year Rick Warren, pastor of Saddleback Church, introduced a holistic health plan for his congregation called “The Daniel Plan.”  This health plan came on the heels of Pastor Warren’s realization that many people in his congregation were overweight—including him.  Unfortunately, Rick Warren has not been the only pastor to struggle with weight issues.  Cynthia Woolever revealed that most senior/solo pastors from a random sample of congregations across the country are overweight or obese; in step with or exceeding the risk for health problems that average Americans face.  Even though associate pastors have different ministry roles and responsibilities than senior/solo leaders, are they equally weighty?  To answer this question, we’ll look at the health of associate pastors in this same random sample of congregations. 

Most male and female associate pastors are overweight.  One indicator of general health is maintaining a body weight in appropriate proportion to height.  Male associate pastors weigh a median of 200 pounds, and have a median height of 5’10”.  Their median body mass index (BMI) score is 28.7.*  A BMI score of 25 or higher indicates that individuals are overweight for their height.  Thus, the majority of male associate pastors are overweight.  Female associate pastors weigh a median of 168 pounds, and have a median height of 5’6”.  Their median body mass index (BMI) score is 27.3.  While most female associate pastors are also overweight, they are slightly less so than the typical male associate leader.

More male associate pastors are overweight or obese, compared to the general U.S. male population.  The figure below compares the distribution of male and female associate pastors based on their BMI scores with the distribution for the U.S. population in four categories: underweight (BMI scores of less than 19), normal weight (BMI scores between 19 and 24.9), overweight (BMI scores between 25 and 29.9), and obese (BMI scores of 30 or higher).  While only 72% of American males are overweight or obese, 85% of male associate pastors fall into this category.  Fully 41% of male associate pastors are obese according to their BMI scores (compared to 32% of the male general population).

Two-thirds of female associate pastors and women in the general U.S. population are overweight or obese.  Female associate pastors are about as likely to be at a normal weight as the typical American female (33% vs. 37% for the general population).  They are less likely to be obese (26% are) than women in the general population (36% of American women).  However, female associates are more likely to fall in the BMI overweight category than American women in general (41% compared to 28%).

It is important for everyone, not just religious professionals, to strive for excellent physical health.  If you are having trouble building exercise and a healthy diet into your daily life, take a look at these tips. 

*The body mass index (BMI) score is calculated as: BMI = weight (lb) / [height (in)]² x 703.  (BMI Source)

 

Pastor Compensation

By Joelle Kopacz

In 2009, internal conflict placed New York City’s historic Riverside Church in the national spotlight.  This conflict partly related to the new pastor’s reported annual salary and benefits package (worth $600,000).  Although the actual pastoral compensation package was lower ($457,000), this story sparked debate about how much clergy should be paid.  In addition to an annual salary, compensation for pastors often includes housing assistance, in the form of a manse or parsonage and/or a housing allowance.  In congregations across the country from a variety of faith traditions, how much do senior/solo pastors and associate pastors typically earn?  Let’s look at two factors that might influence pastors’ compensation—faith group and congregational size.

Congregational size matters for mainline and conservative Protestant senior/solo pastors’ compensation.  Figure 1 displays the compensation levels for senior and solo pastors.  The salary structure for Catholic priests is a flat one—compensation does not vary much by the size of the parish.  However, clergy compensation is more closely tied to congregational size among Protestant groups.  On average, mainline Protestant senior/solo clergy earn more than their conservative Protestant colleagues.   

Total compensation for conservative Protestant associate leaders varies by congregational size.  In Catholic parishes and mainline Protestant churches, the amount of compensation for associate pastors is not related to the congregation’s size (see Figure 2).  In fact, no associate leaders were serving in Catholic parishes with fewer than 100 worshipers.  However, in conservative Protestant churches the congregation’s size made a difference in associate pastors’ compensation.  In general, the larger the congregation, the higher the compensation for the associate leader.  Overall, mainline Protestant associate leaders earn more, on average, than conservative Protestant associate leaders.

Clergy compensation is a complex issue.  Many factors should inform clergy compensation, including what similar congregations in the area are paying their pastors, cost of living, and inflation.  Remember to treat your pastor fairly and respectfully when calculating her or his compensation.

 

Pastors and Technology

By Joelle Kopacz

Technology use is influencing almost every aspect of life.  Just look at this idea for an in-car computer! Even congregations are jumping on the technology bandwagon.  The percent of congregations with a website increased from 43% in 2001 to 77% in 2008 (see Ida Smith-William’s blog post).   

Pastoral leaders can encourage their congregations to incorporate technology into church ministry.  How do key leaders (such as senior pastors or solo pastors) and associate leaders use technology in their own life and ministry?  (Here we look at key leaders and associate leaders who are in full-time paid positions.)

A majority of associate and key leaders use email and the internet daily.  Nine in ten associate leaders (94%) and key leaders (87%) send or receive emails every day.  Also, a majority of associate leaders (92%) and key leaders (84%) use the internet on a daily basis.    

More associate leaders regularly use technology for ministry purposes.  More than half of associate leaders send email to individual worshipers (59%), use the Internet for religious purposes (57%), and receive email from a worshiper (54%) on a daily basis.  Fewer than half of key leaders use technology in these ways each day (38%, 40%, and 40%, respectively). Over two in five associate leaders (44%) use email every day to conduct congregational business, while only 26% of key leaders do.  One in three associate leaders (31%) use email daily to plan congregational events, compared to one in five key leaders (18%).

More associate leaders of all ages use email each day in their ministry.  Typically, younger people are thought to be more technologically adept than older people.  The median[i] age for associate leaders is 45 years old, while the median age is 55 for key leaders.  Do more associate leaders use technology each day in their ministry simply because they are typically younger than key leaders?  No.  We controlled for age by comparing associate leaders’ and key leaders’ responses within two age groups: those who were born in 1965 or later (including the age groups known as “Baby Busters” and “Mosaics”) and those who were born before 1965 (including the age groups known as “Older Seniors,” “Builders,” and “Baby Boomers”).  In both the younger and older age groups, more associate pastors than key leaders daily send email to an individual worshiper, and use email each day to conduct congregational business and plan congregational events.

Pastors can use technology to make their ministry more effective and efficient.  Congregations can also use technology to reach potential members and enhance current ministries.  For tips on how to use technology successfully in your faith community, check out the website Church Marketing Sucks, the Center for Congregations’ Tech News blog entries, and the Congregational Resource Guide’s Widgets and Gadgets.  

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[i] The median is the midpoint of an ordered set of numbers.

 

How much do you know about worshipers in America?

By Deborah Bruce

Think you’re an expert on congregational life?  Here’s your chance to find out how much you know.  Take our short quiz and see how you do.  Start here.  (Or find the quiz button our home page.)

You want prizes?  Sorry.  You’ll have to be satisfied with the sense of pride you get for doing well!  Or invite your friends to take the quiz.  Maybe one of them will congratulate you on your excellent score.

 

 

The Accelerators in High-Percentage-Tithing Presbyterian Churches

By Cynthia Woolever

The percentage of worshipers giving 10% or more of their income to their local Presbyterian church clearly distinguishes one church from another. Yet Presbyterian churches are demographically and behaviorally different from the average conservative Protestant congregation, where high-percentage giving is more common. Are factors like the gender ratio and participation levels associated with high-percentage-tithing in Presbyterian churches as well?

Some features of Presbyterian churches are “accelerators” for 10% giving—Presbyterian churches with these characteristics have higher percentages of tithers.

More conservative worshipers. In Presbyterian churches where more worshipers describe themselves as conservative on theological issues, more worshipers give at the 10% level. A belief in the biblical mandate to tithe is one component of a more conservative theological tradition. This is belief lived out in their actions.

More weekly attendees. In Presbyterian congregations where a larger proportion of worshipers attend weekly or more often, the percentage of tithers is also higher. Previous research shows that individuals who participate more in church services and activities also tend to be regular financial contributors. At the congregational level, increasing the engagement level of worshipers also increases the revenue generated by individual donations. Keep in mind that even when other seemingly important church factors are taken into account, this association remains.

More male worshipers. In Presbyterian churches, the gender ratio is another important factor in giving levels. When the ratio of men to women rises closer to 50/50, percentage giving at the 10% level rises too.

Larger congregations. Despite everything else, size continues to play a role. Larger congregations tend to have higher percentages of worshipers giving at the 10% level. Size is an organizational dynamic related to giving levels that represents a challenge for smaller Presbyterian churches. Larger churches have more resources, bigger agendas, and seem to attract individuals with more resources. All churches—large, small, or mid-size—can focus on the need for the giver to give rather than the needs of the church.

The Bottom Line

What can pastors and church leaders do to encourage worshipers to give generously?

• Emphasize the spiritual dimension and Biblical foundation for giving—rather than the church budget or the need to fund church programs.
• Encourage participation through meaningful worship services and activities that nurture spiritual growth.
• Foster an atmosphere that attracts all members of the family to congregational activities (for example, style of worship, diverse programs).
• Find ways to recognize every gift and every giver as important for the church’s mission.