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Tuesday, November 15, 2005
Pet Peeves of a Search Committee
We all have pet peeves; but when it comes to searching for your next ministry job, the last thing you want to do is tick off the search committee.
That got me thinking... what are the things that church job applicants do that really hurt their chances to getting their next job? Here is a short list that I came up with... I'd like your input as well... Here are some pet peeves that I hear about often:
PET PEEVE #1: Applying for a job that you have no experience in.
I receive emails all the time saying something like this: 'I don't have any training; I've never worked in a church; but I want to be a pastor / worship pastor / youth pastor. Everyone wants experience. Everyone wants a degree in ministry. What do I do?'
That's a tough question. I'm not one that says you need to have a seminary degree or even formal training to work in the church. Sometimes formal education can even work against you. However, it is much more difficult to find a job as, say, a worship leader, if you don't have any experience as a worship leader; or a pastor, if you've never carried out some of the responsibilities of a pastor.
My advice is usually this... try and get as much unpaid experience in your area of expertise as you can before you expect to land a paying gig.
And from a search committee standpoint; don't apply to every job that's out there. If the job calls for 5 years experience; don't apply if you only have 3. If the job description calls for a keyboard player, and you play the flute; you need not apply. To be honest, you're just wasting everyone's time (including your own).
PET PEEVE #2: Don't Control the Conversation
While it's important to be aggressive in your job search; search committees don't like it when you're too aggressive/assertive. You can easily turn members of a committee off if you criticize the way they are conducting their search; if you try to set the time table; or if act like a know it all. It's a fine line, but don't cross it. You won't get the job.
PET PEEVE #3: Don't Say Money Isn't a Big Deal if Money is a Big Deal
I hear quite often that candidates will come into an interview saying things like "money is not important" or "I trust God to provide for my family" only to later turn down a position because of pay alone. From my input with search committees, they would much rather have you say your need or expected salary upfront rather than turn down a job position based only on the salary. Determine what kind of salary you need/desire; and talk about that early on in the interview process.
PET PEEVE #4: Making Your Resume Make You Sound Like You're The Best Thing Since Sliced Bread
Let's face it, resumes are designed to highlight your strengths and abilities... but some applicants take it a step farther into the 'ego zone'. Re-read your resume. If it makes you sound like you are a god in your area of ministry; you might want to tone it down a little. Have a friend or colleague read your resume and ask them if it is a fair and accurate reading of your abilities. If your resume comes across as haughty or egotistic, it will usually land quickly in the trash can.
PET PEEVE #5: Your Job History Does Matter. Be honest about it.
Most search committees will check your past churches for references. This will disqualify a good many applicants if you paint a healthy church ministry past on your resume; and one phone call to a past church tells a different story. If you were fired from a position; state that in your resume. If there were problems, state what the problems were and what you did to correct them. Be honest. Coverups will lose you the job.
OK... well... there are just 5 search committee pet peeves that I hear quite a bit. What are some of yours? Maybe in a week or two, we'll turn the tables and talk about some employee pet peeves when it comes to the job search. I'm sure both sides will make for an interesting discussion here.
Have a great week!
Todd
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Comments
I really appreciated hearing the search committee pet peeves and think doing the other side is a great idea. As a job searcher, one of my "peeves" is being asked to provide a resume and then being asked for the same information in an application. Ministry applications are long enough without asking folks to regurgitate their resume. Thanks, Jim.
Posted by: Jim Power | Nov 15, 2005 10:45:27 AM
I agree with these pet peeves having been on search committees. However, now as a worship leader I see the other side. My pet peeve? Submitting my resume to a job that says "no seminary degree needed" and then asked by the committee why I don't have one, if I'm planning to get one and that they prefer one. Even though I have tons of worship experience and years of technical music training, they focus on the one thing they said wasn't need. That is unfair to those of us who actually apply to a job description that we do fit.
Posted by: Lori | Nov 15, 2005 10:47:43 AM
The best thing since sliced bread? Have you met the candidates who think they are the best thing since leavened bread?
Posted by: Michael Rew | Nov 15, 2005 10:52:26 AM
My concern? Lack of timely communication with the candidate. Monthly updates should be the minimum. If you're not interested then tell the candidate, but don't string him on for months with no info.
Posted by: Bob | Nov 15, 2005 10:54:40 AM
Hey, Todd - how about approaching it from the other side, too? Here are a few pet peeves of mine ABOUT search committees:
1. Not keeping a promise to contact the job applicant. I have had this happen more than once: a committee will send me a letter saying they've received my resume and will be in touch to schedule interviews and then never call, e-mail or write. Only when I followed up did I find that the committee stopped interviewing after finding the 'right' candidate but didn't bother to let the others know of their decision.
2. The chair of the search committee is too busy to devote his/her time and effort. Hey, I know how it is: we are all very busy and I'm sure a search committee chair has a lot to do. I don't think the church, committee or applicants are fairly served when the chair is too busy to review resumes or be responsible for contacting applicants (see #1).
3. Committees that don't tell you what they're really looking for. As bad as it is to be misleading on a resume, is it not just as bad to be vague in a job description? If your church needs a choir director that must also be the organist, state it plainly. Those of us directors who can't play an organ to save our lives will understand and look elsewhere. If you want your music minister to also handle youth lock-ins, say it upfront - not in the interview. Committees don't like interview suprises, generally, and it works the same the other way around.
Look, the search committee has a tough job. But it isn't all about them, okay?
Tom
Posted by: Tom Heaton | Nov 15, 2005 11:00:31 AM
THANK YOU! THANK YOU! THANK YOU! These are the stepping stones I have been looking for. I am very, very elated to know some of their pet peeves during interviews for leadership roles within the church. Now I know what to do, what to say, what not to do, and to shut up!!! Because I am overly agressive and very assertive... They call me the King of Gab. Enough said.. Thank you.
Posted by: Evangelist Jeff | Nov 15, 2005 11:00:55 AM
It would also be great for churches to inform candidates when another applicant has been hired. Its nice to know when your out of the running.
Posted by: Bradley | Nov 15, 2005 11:02:35 AM
I don't want you all to take this the wrong way.. I say this only to be joking... But here were I live most of the canidates who get hired to pastor churches here you sometimes wonder who conduct the search for the search committee... I am a Baptist... Not a true Baptist mind you, because I despise "business meetings and I do not like the word committee." I believe in the leading of the Holy Spirit as the apostle's did, I believe in speaking in tongues, laying on of the hands, etc, etc... Now stick with me on this... But anyway, most of the ones I have seen hired in to pastor churches are cold, cynical, heartless, unkind, unloving, and don't care. You will also find that some of the pastor's who are here left their wives, divorced them, sued them, married the woman the committed adultery with. My wife and grandmother are my biggest supporters. I told my grandmother one day I thought about changing my resume around that stated "I have long hair, smoke cigarettes, chew tobacco, drink beer on weekends, cheat on my wife, go to the clubs, and beat the kids, stomp on cats and kick stray dogs... I told them I would be hired on the spot... Remember I am ONLY joking around about this...I felt like being a little facetious today...
Posted by: Evangelist Jeff | Nov 15, 2005 11:18:01 AM
Well, I will tell you what my pet peeve is... Referring to a ministry position as a "job" instead of "calling," and using the term "hired" instead of "called." There is a big difference.
Posted by: Ed Campbell | Nov 15, 2005 11:29:44 AM
Thanks, Buddy.
I've got a pet peeve towards both search committee and interviewing pastors.
1) Applicants aren't the only ones who act like they are the best thing since sliced bread. I've run into it several times that Pastors and committees will never list any current weaknesses in the church, not even after you are hired. It is as though there are (perhaps several) skeletons in the closet and you are going to have to find them on your own, No one will admit them. If your average attendees are all over 85, state it upfront. I am much more willing to work with employers who are honest with me. Every church has issues, we're not stupid.
2) It has been listed twice already but i must restate it: Let Candidates know when they are no longer in the running. ESPECIALLY when you've told them you would get back with them within a time period. This is so much healthier for every one involved.
Posted by: Chad Floyd | Nov 15, 2005 11:31:09 AM
I am a 26 yo with 8 years of experience serving in ministry. My father and my father's father are both pastors. I strongly feel that the manner in which most churches approach their "candidating process" is completely ineffective. A few of my pet peeves:
1. Like others have said, NO COMMUNICATION! When you string along a candidate, or assume that they'll miraculously sense you're no longer interested, it shows zero respect for the candidate.
2. Little to no involvement from the staff in the search process. Most of the time, you spend extensive time talking to the committee-who may be made up of some people you will rarely serve alongside, and very little time talking to and getting to know the staff you'll be serving alongside EVERY DAY!
3. Committees with no clear idea of what they are looking for in a position. So, instead of finding someone who fits with the current staff, leadership and ministry vision/philosophy, they look for the most impressive candidate-regardless of whether or not the impressive candidate will actually fit in the church.
4. Committees that approach candidates with a "dance monkey, dance" or "what can you do for me?" mentality. The process should allow the committee to learn about the candidate, but it should also allow for the candidate to learn about the church. Serving on staff at a church is a lot like a marriage, so the search process needs to be like a courtship. Who would ever marry someone who had the attitude "I am what I am, but I want to know if you're good enough for me."
5. Last, just as it is important for candidates to be as open and honest as possible with prospective churches, the committees needs to be equally upfront. PLEASE disclose any negative preceding circumstances. If the previous minister was forced to resign, or had moral issues, I as the candidate need to know that. And please DO NOT promise ANYTHING if you are not certain you can provide it. Don't present a compensation package during the interview process and then change it after your new minister has moved in.
The relationship between any minister and the church they serve in is a delicate and vital one. When it is strong, beautiful things happen. However, how can we be surprised at the high attrition rate among ministers, young and old, if the tool we use to make the first steps in the relationship is broken. If we don't learn to use better means, we're setting ourselves up for failure.
Posted by: REVOnate | Nov 15, 2005 11:49:49 AM
I understand your comment about experience, however there is a big problem with telling people to only apply for jobs where they meet the minimum number of years of experience. I just graduated from college with a degree in ministry, and I did volunteer with a youth group in college. However, I also had another degree in theatre which kept me away from the youth group for my sophomore and junior years of college (because I had rehearsals for theatre). So, when churches asked me for my experience, often times I did not have enough even though I knew about the job (youth pastor) that I was applying for. The even crazier thing was that almost every single application I looked at asked for 3-5 years experience, when looking for your first job, this is pretty much impossible to have experience when no one will hire you. So, I sent in resumes to churches that asked for experience and was interviewed by a few. Eventually I was hired for a position working with youth and theatre. So...basically if you are saying not to apply for jobs that require a certain number of years of experience, you won't have many new people in ministry.
Posted by: Megs | Nov 15, 2005 11:54:51 AM
To beat a horse until it is rotting....
I recently received commnication from a church that they were interested in talking to FOUR MONTHS after I had applied. I heard nothing in the meantime, and was called to another church during that timeframe.
As someone who has interviewed for almost a year, and am now in my first full time ministry, I have been completely disappointed at the way SOME churches handle their "hiring" process. Here is my list of pet-peeves
1. The 22-page questionnaire as a means to weed out some. I only had one church respond to my answers. From the others I got an ambiguous letter letting me know that "due to much prayer and the leading of the Holy Spirit...blah, blah, blah." I finally stopped filling these out and saw them for what they were, an opportunity to separate the Jesus cheerleaders from ones who desire relevance and authenticity.
2. Saying that you are an elder-driven church, only to get to the interview and learn that you will be reporting to the senior minister for direction, and all things go through him.
3. To be told that they can only afford "x" to support a family of five. The phrase "you get what you pay for" comes to mind. I am not in the ministry for a nice 401 (k), a nice 8 bedroom house and a Lexus. But I do think it is reasonable to not qualify for food stamps, or to have to struggle every single month because we'd rather focus on a new parking lot, or someone's new boat of four-wheeler is more important.
4. If you say you will keep someone in the loop as far as the status of their application, for Pete's sake, do do!!
5. See 4 (above).
6. How hard is it to press "reply" in your email to simply acknowledge the fact that someone has sent you a resume? There were several churches that I had applied to and never heard a single word. Makes me wonder how their churches operate, or how they reach out to others.
7. If you are looking for a person who has experience in a church of "x" number, say so!!
Over and out!
Posted by: John Mulholland | Nov 15, 2005 11:56:19 AM
I'm posting from the other side. Here are a few of my pet peeves concerning search committees.
1. "Oh... We have about 300 members" That doesn't speak very highly of your integrity if I arrive to see less than 100. Did you not think that the candidate would find out once they arrived?
2. "We're a contemporary minded church" But they still want to sing the "The Royal Telephone" (that's a real song) and every now and then you can throw in a new song like, "Amazing Grace".
3. Oh and please... don't offer more than what the church can afford. If you have to take a second offering to meet the budget for the worship leader - He/she probably shouldn't be there in the first place. Learn to live within your means. You can't have a professional worship leader on an amatuer salary. I guess it can be said, even in ministry, you get what you pay for. Quality and excellence in ministry does come at a cost.
My thing is this - be true to who you are and you'll find the right person to fit your application.
Posted by: Kevin Essett | Nov 15, 2005 11:58:00 AM
Todd, Good insight. I have been on two search committees when younger. I remember one fellow who called me. He said he was called to our church, gave me a verbal resume over the phone, and expected to be hired on the spot. I asked him to mail a copy of his resume with references (we did not use an application form). He refused. He insisted I inform the search committee of his qualifications. I did. The other team members asked, "Well, is he going to send a resume?" I said, "No. He insists God is calling him." One member said, "If he can't follow simple instructions and submit in follow through then God is not calling him here!" I called the man back and informed him that he mis-heard God.
I noted some complained about resumes and applications. Guess what! The typical job I applied for after I retired from the Army demanded both. It is the way it is. God can call inspite of man's administrivia.
When I was seeking a church, I dealt with several committees. I had no paid experience but I did truthfully list what I had accomplished in my resume. I also was careful in noting the transferrable skills from my secular jobs to the ministry. As a soldier I was an instructor (teaching is transferrable), was an recruiter (marketing skills relate to evangelism), was a supervisor (caring, counseling, delegated, discipline, setting example - all transferrable), managed a $5 million budget at a savings (stewardship), wrote a variety of documents (writing), held a security clearance (able to keep a confidence), and was accountable to my seniors and soldiers. I also included the unpaid ministries I accomplished in my resume: Sunday School teacher, treasurer, usher, deacon, and member of various committees.
Communication with the search team is vital. I believe that one should seek a church much like courting a potential wife. Get as much information as you can about the church in advance. Most of the problems I hear between pastors and churches could be avoided if some advance work is done by pastors as well.
Finances are important by the way. I've had committees approach me because I'm retired from the Army. They assume they can give me a lower "affordable" wage because of my "rich" retirement. One even asked how desperate I was for a church after offering me $7,000 a year - I politely informed him that desperation is never a reason to accept a call to a church.
Posted by: Dan Moore | Nov 15, 2005 12:04:11 PM
Well this is wonderful. A search committee that has pet peaves. What about the interviewed, you want to talk about pet peaves, most of them have never in thier lives hirred anyone. Most of the people on a search committee are there because no one else would take the job. They have no formal training and have no desire to get any. Then if that is not enough then when they sit down and look at the resume they do not have any clue what they are looking at, would they know what church growth is and how God's man has been successful in the place where God had placed him. Furthermore, I believe that search commettiees and the interviewer need to be as open and honest as possible. May God be honored by our actions and may there be more people in heaven than there are in hell because of our ministries
Posted by: Allen Ballard | Nov 15, 2005 12:17:15 PM
Todd,
You were right on the money not "hogging" the conversation. Too many times we want all our questions addressed first. When we let the search committee carry the conversation, we will get a far better overall view than if just focus on ourselves. Keep up the good work!
God Bless!
Posted by: Rev. Paul Curry | Nov 15, 2005 12:23:05 PM
There are usually some legal ramifications of completing an application - even if it is a regurgitation of your resume. Questions such as criminal history, etc. come into play on an application that you would probably not disclose on your resume.
Most positions worth having - in and out of church - require a resume, then an appication.
Posted by: Dave | Nov 15, 2005 12:33:17 PM
Thanks to Todd! And to the ones who posted above. I am presently a search committee member, and a ministry wife, so I've been on BOTH sides of this coin and all the comments are excellent.
So here's my take from a Search Committee member of a Southern Baptist Church.
1. If you are not truly SBC, don't apply. It appears that many SBC churches don't mind denomination jumpers, but (and I know you'll roast me for this), we are SBC because this denomination most closely resembles our beliefs. Not perfect, mind you. In our search committee we decided that the pastor MUST be SBC and not have dabbled in Brethren, Lutheran, AOG, whatever. No offense AT ALL to those denominations (disclaimer: I know many fine Christians in each), but we are Baptist for a reason.
2. If you are an applicant, do you realize that when we posted our job on churchstaffing.com that we would receive over 300 resumes in just over a month? Do you have ANY idea how long it takes to print them off and make 7 copies for the search members? Do you know how LONG it takes to read and pray over them EACH? Then we have to meet together to discuss EACH OF YOU. I can't count the hours, and it's a good thing I am a homeschooling mom because if I had a full time job outside the home it would be taking A LOT LONGER. I've gone thru 3 reams of paper and 2 printer cartridges. Not complaining, just a reality check for you if you were getting antsy.
3. We respond to each of you in acknowledgement of receipt of your resume. Please empty your mailbox so it doesn't get bounced back.
4. PLEASE DON'T CALL THE CHURCH WANTING A MEETING. It just isn't appropriate or possible.
5. We really do look closely at the length of time you spend at each church. For instance, why are you applying to us when you've only been at your church less than a year? It causes us concern. We desire a man who wants to be with us forever, and YET (I know from being a ministry wife remember) that there are myriad reasons for leaving churches. Please explain these in less than 2 sentences in your resume. It really helps us. I mean if you've been at 8 churches in 12 years, can we really risk your coming to us and jumping ship next year? Don't lambaste me for judging you - we all HAVE to to some degree.
6. FOR HEAVEN'S SAKE, DO NOT INCLUDE A MANUSCRIPT OF MORE THAN 5 PAGES OF YOUR BELIEFS. I DO NOT KNOW ALL THE MEANINGS OF THOSE SEMINARY WORDS AND DON'T HAVE THE MENTAL ENERGY TO LOOK UP WHAT SERIOTOLOGY AND ANGELOLOGY AND ALL THOSE OTHER -OLOGIES MEAN AND THEN READ A PAGE ON WHAT YOU BELIEVE ABOUT EACH ONE. Please. I am an above-average Jane, but I am bored by too much of that. We'll get to that (albeit IMPORTANT) stuff if we get past the first stage with you.
7. Finally, from a search member standpoint; for Heaven's sake, if you apply online, keep a record of which churches you apply to. Can I just gripe about the handful of pastors who have sent 3, 4 or even 8 resumes to us on the website? Remember, we have gotten 288 submissions from that web posting, and I CAN'T remember everyone's name right off the bat, but when I am printing off multiple copies of your resume submitted weeks apart, it really irritates me. Did you just blanket the universe with your resume hoping someone will bite? We're assuming God has called you to apply to (our) church so what we assume from multiple submissions is that you're just fishing. Contrast that with the lovely thoughtful cover letters that most submit. MANY THANKS. As I have said in other posts, those sometimes tell much more about the type of man you are - besides what your resume says.
Thanks for listening. I am sorry if I sound a bit persnickety, but we take this VERY seriously, (and I know many churches don't and drop the ball), and I thank you for all the suggestions you had for us committee members. We'll try to do right and be gracious to you, but don't be offended if you are not the ONE out of 300. (and please don't write back telling us we've made a mistake when you get your rejection letter either. That's bad form.)
Posted by: Abbey | Nov 15, 2005 12:38:48 PM
Some AWESOME comments here, what a fruitful discussion:
"So...basically if you are saying not to apply for jobs that require a certain number of years of experience, you won't have many new people in ministry." So true! Don't be afraid to apply for a job that requires 3-5 years experience if you only have 2. They may want or need a fresh perspective like yours... and they might figure it out, too!
"Most of the people on a search committee are there because no one else would take the job. They have no formal training and have no desire to get any." Wow is this true! Hey churches! Find people in your congregation who have HR experience. The church that hired me this year had a BUNCH of people on the "board" who had HR experience.
But here is MY pet peeve, having been in a search process (looking for my first "job" in full-time ministry, which I DID land, btw) very recently (end of 04 - beginning of 05).
Search Committees: Do NOT expect to land a good candidate if your process is going to take 5 or 6 months (or more) from the first contact. If the candidate is good, another church is going to snap that person up. I don't say you should rush your decisions, but my experience in the secular world (for 20+ years) is that Churches take FAR too long to make these decisions. I took myself out of the running at one church because they had taken over 6 months and still didn't have a decision. I simply didn't think it was prudent to work somewhere where decisions take that long.
And job seekers: If you have good experience, and God has called you into this ministry "thing", then be faithful where you are right now, and trust God. He is faithful and true and he CAN get you where you are called to be... and you will LOVE it there!
Posted by: Peter Hamm | Nov 15, 2005 12:53:48 PM
Dear Abbey,
I just wanted to be the first to say well said, and well put. I hope you were not offended by my comments about being Baptist. If you were I am truly sorry. I always try to use a little humour instead of trying to be serious all the time. Sorry.. I love you and God Bless
Posted by: Evangelist Jeff | Nov 15, 2005 12:55:27 PM
Speaking from the Search Committee side, I would add a few items.
1. Many times search committees get inundated with so many resumes that do not meet the stated minimum requirements that it take some time to sort through.
2. Some resumes from seminary graduates do not demonstrate a good grasp of a word processing program, let alone meet good resume writing standards. Get a resume writing program or better yet some professional help or guidance.
3. Pictures often include the candidate and sometimes spouse or family in more casual or sometimes fun settings. Make sure your picture matches the character of the church and position for which you are applying.
4. E-mail addresses are sometimes silly names or words. Once again, consider the receiptient.
5. Some resumes come with an objective different than the positon for which they are submitting the resume. Or the objective may include so many possibilities that it seems undecisive. It takes little time to change an objective to more closely match what little you know about the prospective position.
6. Some candidates take it upon themselves to respond in ways that are not in the advertisement. If no phone number is listed, it is probably best not to leave phone messages. If resumes are requested by mail, do not mail to the committee AND the pastor.
7. If interested, committees often want something on paper about your current or former church. Keep copies of publicity for major events or other items which you have helped to design or projects with which you were involved (bulletin and newsletter is a must). You may also want to have a recording of something you do in a public event (singing, preaching, speaking, etc.). Sometimes followup information takes weeks to arrive, slowing the process. Digital format of all items is preferable, especially in .pdf format.
8. Some resumes are sent over e-mail in Microsoft Works, Wordpro, or other program which cannot be easily converted. Be safe, stick to MS Word or save in an .rtf format, unless otherwise advised.
9. Most resumes are blatantly mass copied. It helps to include a cover letter more specifically targeted to the position advertised. Answer some typical questions... Why are you wanting to leave? Why have you had so many 2 year positions?, etc. Be sure to sign in blue ink to show it is a real signature.
10. If your current church has a website which would put you in a good light, give the address. You may also want to point out sub-pages within your ministry. If you don't list it and the committee is interested, they will try to find it, but better to point them first to the best you have to offer.
Just a few items which might help
Posted by: Joel Young | Nov 15, 2005 1:15:03 PM
Dear Abby,
Way to go! I am SBC and I know about those who are nonSBC trying to get a church. In my experience about a third of our applicants were nonSBC. That made our job easier, we did not consider them.
Also, I discovered that I was a rare bird. I sent thank you notes to the committees I worked with. When I accepted the call to my present work, the search committee noted that I was the only pastor in their history (and some had served on more than one search committee) that took the time to write a thank you note.
Just my thoughts.
Dan
Posted by: Dan Moore | Nov 15, 2005 1:21:45 PM
Todd good post. I would say that list is very good. I think the number one thing is to be honest. I mean completely honest about you rstrengths and weaknesses.
Also about the experience thing. Being full-time, or paid does not make you a minister. Understand that, and it will take a load off your back. Paul was a tent maker and an apostle.
When I was applying for a job a year out of college I had no full-time experiece. I did however have much part-time experience in my field and vol. experience. As soon as I received my call I was involved in ministry any way I can. That is my recommendation. The church that I serve with now, said one thing that set me apart was I have never been out of ministry since I recieved my call.
So how do you get experience when no one will hire you? Vol. at your at a church. Find a place you can serve to get the experience you need to do the job.
I will be honest if you want hired to be a youth minister and you have not experience at all except you went to college for it, a church would be silly to hire you full time. (Unless the youth group is real small) Then this is a good place to start. Why do I say that? You have no idea what you are getting into, or what to do day to day. College degree does not prepare you for ministry. Period. God does along with Experience, making mistakes, etc prepare you. The safest place to do that is in a volunteer position.
Ministry is painted different in college and I think college graduates think they have it all figured out, when infact they still have much to learn. As do I.
Just some thoughts
Posted by: Jade | Nov 15, 2005 1:23:18 PM
Bravo! These truths will last a lifetime, if adhered to. The main point that I saw in this article is "try and get as much unpaid experience in your area of expertise as you can before you expect to land a paying gig." I think that the church world has spoiled a lot of people, in that we have told others that it's easy to get big. And some people believe that worship leaders and pastors blew up over night. I, personally don't think that I've "arrived", but I remember the days of struggle... playing the organ and piano in my church for NOTHING but shear ENJOYMENT and LOVE FOR GOD! It was there that I learn faithfulness and servanthood. Believe it or not, I was able to use that time, and THEN SOME on my resume and it landed me a wonderful job as a music pastor.
In ministry, the VOE (Voice of Experience) as well as formal training are great. It just depends on what YOU want. Ultimately, the real issue is whether or not you really fit with that particular ministry? God knows how to work out the details!
Again Thanks for this article.
Posted by: Charles | Nov 15, 2005 1:42:32 PM
