7 Signs of a Weak Leader
A youth pastor emailed me recently. He’s frustrated that his pastor continually caves into pressures of a few leaders in the church. They are not supportive of the youth ministry, even though it’s the fastest growing area of the church.
The complaint they have? The ministry is costing far more than it brings into the church. Young people are coming to the church in growing numbers, but without their parents. Young people don’t usually contribute to the church, so it’s causing an issue with some of the deacons. The pastor was involved and supportive in the expansion of youth ministries and the church is financially sound, but a few deacons consider it an “unprofitable” ministry.
The pastor’s solution? Cut back on the youth ministry expenditures to keep the deacons happy.
I’d love to tell you this is an isolated issue, but I’ve written about these type situations before. Obviously, I don’t have all the facts, but based on what I do know, it sounds like the pastor is a weak leader.
Have you ever known a weak leader? They’re usually easy to spot.
Here are 7 signs of a weak leader:
Runs from conflict
Hides all flaws
Never admits a mistake
Quick to pass blame
Pretends to be in control
Shies away from difficult decisions
Appeases critics and complainers
What would you suggest this youth leader do?
Sign in or sign up to add a comment
Feeds
Comments
In such polities, as well as others, staff such as youth directors/ministers are "hired" by the pastor. Realistically, this means they serve at the pastor's will and under the pastor's direction, or they do not serve. Staff in these kinds of roles in these kinds of polities rarely are given voice or audience by the senior pastor to express their sense of how the life of the larger congregation may be ordered. They are expected to direct their program as assigned, under the conditions set by those with authority to make decisions (pastors and board of deacons, in varying degrees, in the situation described).
So... I would suggest it is time for this youth minister to consider preparing a resume and seeking another place of employment. I would further suggest that in the meantime, the process of seeking another church be handled above boards, amicably, blaming no one. In this polity especially, it will be critical that the youth minister have a positive recommendation from the senior pastor under which he or she served. It will therefore also be essential that this youth minister learn to live with the cuts graciously, never raise questions about the wisdom of this decision within the congregation in any way, and, if possible, plan at least one or two new, successful initiatives before he or she leaves the position.
The senior pastor in this case may be a "weak leader." That's possible. I have to say, however, that this senior pastor may also be a realistic leader within his polity. Where power is shared with a group like a board of deacons, it is typically the deacons who can fire the pastor, and not the pastor who can successfully negotiate the removal of deacons whose actions are problematic. Wise pastors in these circumstances are not necessarily weak because they take actions that agree with those of highly influential deacons from time to time. Instead, may well be playing the cards they have now in view of the capacity to gain support on some larger initiative later. This is the "Real-Politik" of leadership in this kind of polity.
I say this not to critique congregationalist/Baptist polities-- but simply to point out how they actually get things done.
So as this youth minister seeks another place of employment within his or her own denomination, it will also be helpful to explore in the interview process how leadership actually happens in the life of the prospective employing congregation, and to what degree the voice of the youth minister can realistically expect to be heard in the mix of voices and influences the pastor and deacons will take into consideration when making their decisions.
Peace in Christ,
Taylor Burton-Edwards
(As a humorous aside, my husband and I were laughing at the Dowager Countess on "Downton Abbey" bossing around the local vicar, and my pastor-husband pointed out that since the first Christian churches met in the homes of widows, even the earliest church leaders were at the mercy of little old ladies!)
If a strictly fiscal reason must be found to support the youth programs and appease the deacons (in the form of a compromise, not just bowing to pressures), consider explaining to the deacons that this is a direct and timely investment in the future of the church. If the church doesn't support it's youth, it will eventually lose much of it's funding as established members follow new opportunities or pass away. The youth of the church are its future. Failure to nurture that next generation will only dissolve the church in the long run.
So in conclusion, all the 7 characteristics mentioned above is the sad failure of a pastor who lacks humility, is afraid of loosing control, and unable to depend on others, even his God, to see him through the problems he faces. A dictatorial leadership approach and lack of humility appears to me, a significant problem facing many pastors. We should pray for them after all don't we all have that same problem. Like a drought to a crop of wheat, a lack of humility is to a leader: it kills all that trys to grow. It is a deep sin in each and everyone of us. We must walk with care because we are all at that threshold.
If all the deacons can see is that young people are draining the resources of the fellowship, it is likely because they are not emotionally and spiritually investing in the youth work and my suggestion would be for the youth pastor and senior pastor to jointly present the vision to the church and ask them to pray for it, so that, even if they never actually see a young person, then they are getting involved through prayer.
There is a tendency in many churches to concentrate on youth work and reaching the next generation, which is good, obviously, but often to the detriment of other potential ministries and it may be worth looking at the current schedule to see what else in going on that is not aimed at young people and maybe if the resources are there, launch something for the older members of the community so that they don't feel left out? I know church is not about massaging egos, but it is about inolving everyone.
As with all organisations, communication is the key to smooth running and if the pastors can communicate with the deacons especially what they believe God is doing and how, even if it costs money, the fellowship as a whole is investing in the Kingdom, then that would not only ease the tensions, but also bring more unity to the workings if the church in question.