This is a great article.  As a pastor it is very difficut to do this consistently and yet it is necessary.

Thanks

I’m curious about how others run weekly staff meetings. Seems like staff meetings are the place to set the stage or lay the ground work for accountability. I want my staff meetings to be practical and helpful, yet also inspiring and encouraging.

As a staff member that wanted accountability, I find the story to be interesting as the support staff is the ones without the accountability. What I’d really like to know is how a Senior Pastor is held accountable? I left 3 ministries because of Senior Ministers that were lazy, unaccountable, and didn’t pull their own weight, yet the support staff was where the focus always fell. Seems like the Senior minister should be held to a greater level of accountablity as well. I finally got tired of moving my family all over the United States and feeling the pain of poor ministry relationships. I think the article is great, Where is the accountablity, and do church leaders even know how to hold a ministry staff accountable? Not for me to worry about now I guess.

Everything rises and falls on leadership.  In a church “relationships” seem take precedence.  The pastor had been there 5 years. There is no mention how long the associate was there but the secretary was there 22 years.  The pastor should, at the beginning of tenure, bring in biblical accountability - even for himself.  It can be simple as “Annette, I’ve noticed you take a lot of time off.  I’m concerned.  How can we help you and how can we do it and stay within budget?” For the associate, “I’ve noticed you haven’t done much visitation lately.  Can we talk about it?  Do we need to see if the standards reflect reality?  Would you like me to go with you on a visit or two?”

Out of ministry: ...the support staff is the ones without the accountability. ...like to know is how a Senior Pastor is held accountable? ...Senior minister should be held to a greater level of accountablity as well.
I’ve seen just the opposite: parishioners and leaders wanting the pastor to ask permission to leave town for the day and yet they feel free to take a week, or more, vacation, usually beginning early Sunday and ending late the next Sunday, without bothering to tell their pastor. Laying out of church for trivial reasons, which sooner or later, becomes habitual. Then the pastor becomes the scapegoat, for not seeking the scattered sheep. I believe accountability should work equally both ways (Eph. 5:21). When trying to chart out a job description with various responsibilities that you needed at that time, you invariably run into something down the road that was left out, yet pertinent. Our modern pat answer, though many times unspoken, is “that’s not my job.” Not to be demeaning, but what if your child told you that, when you asked him to help his sibling to perform a task? Pastors sometimes focus so diligently on not lording over God’s heritage, that we fail to see how to properly lead and be an ensample to the flock. How is that unforeseen door included in the job description of staff leaders?
1Tim. 5:19-20 speaks of accusations against elders needing 2 or 3 witnesses, and then, if found guilty of sin, rebuking before all. The question may be whether your charge is one of sin or of your perception of how they should spend their time. God may be leading them to focus on something that hasn’t been divulged as of yet. And maybe, when they feel sure the Lord is ready, they will communicate that plan to the leaders and the church as a whole.

I served as Music Minister at a church of 700.  Our custodian had been on staff for 25 years and is now in his 80’s!  Precious man, but the restrooms really weren’t very clean.  He also spent most of his time standing in my office telling me the same stories of the “old days” as he did the week before.  Not only did no one address this problem, but he received a raise each year and volunteers to help him.  He made about double what I did!  Not that that is the issue, but shouldn’t God’s people be more responsible with His money?  My main issue was our stewardship with what God has entrusted us with - namely, His church.  When we look at the issue as wasting GOD’S money and time, it puts a different spin on things.  We ended up leaving the church.  Sad!  :(

I currently serve as AP in an 8 1/2 year old church of 150 - 200 members - 50 of which are faithful.  I believe a very large portion of why we do not see the growth and commitment from the membership, is the lack of accountability - and that, primarily from the staff.  I have been AP for 8 years.  The Pastor who started this work is still here, and called of God to Pastor this work.  So what is the problem?  I love my Pastor with all my heart.  But, while there is accountability TALKED about, there is NONE present.  Our monthly staff meetings are maybe once every six months - if that often.  I know my place in the body, and I do what I can.  But often I feel as though my hands are tied.  God has not released me yet, and I will stay until He directs otherwise.  Praying all the time.
Any thoughts?

I don’t think anyone enjoys confrontation; however, confrontation is a healthy part of leadership development.  We are all accountable because God holds us accountable and therefore our standards of accountability should always line up with the Word of God.  One of the biggest problems in holding staff accountable is the lack of clear vision, direction and communication from the leader over the particular department to staff members.  The Bible teaches that without vision the people perish.  The Sr. Pastor should not be tied down with the day to day operations of the ministry but should be able to appoint qualified, anointed and proven men and women of God to carry out the day to day operations of the Ministry.  Many Pastors disregard the importance of apointing anointed people for the proper task.  The anointing is valuable in a persons life as it removes the burdens and destroys the yokes.  Therefore, much prayer should be given before apointing anyone to any task.  I have found that when God is behind the appointment, the less trouble you have.  For this reason, I believe that a ministry should be ran better than a fortune 500 company.  The Ministry is unique in that it operates on a twofold level, spiritually and business.  We are responsible for first and foremost taking care of souls; however, on the same level we are to handle God’s business in the highest regard as we are God’s ambassadors on the earth, representing the Kingdom of God.  If the church is ran lousy, what will the world think of God’s Kingdom.  God commands that we be not slothful in business and that we do all things decently and in order.  The requirements from God and the ever increasing demands from the IRS deem that church business be ran in excellence.  Daniel was appointed by the King to a high level office because he operated with a spirit of excellence so that the King would not suffer loss.  We must make sure that our King, Jesus Christ, suffers no loss to the kingdom by ensuring that the ministry is ran with a high level of integrity in all aspects of ministry, from the doorkeeper to the pulpit.  When the Queen of Sheba visited Solomon, his business was so in order that she was fainthearted.  The anointing flows in our ministries when all things are decent and in order.  The things that we allow in churches, most jobs would fire for on the spot.  If we can give the heathen 8 or more hours of our time doing all that is required, what more should we do for the Master.  QLB

I served on a church staff with over 100 staffers including pastors, support, building & grounds, and facilities management personnel.  We had weekly staff meetings primarily to coordinate who got which rooms for meetings, buses, vans, etc… as well as making sure departmental meetings didn’t step on one another.  Our executive pastor and senior pastor always attended our staff meetings with the executive pastor facilitating the meetings.  Each pastor gave weekly updates on ministry projects, special events, positive improvements and any areas where concerns may have surfaced throughout the previous week.  We also had a weekly one on one with the executive pastor where private accountability meetings were held.  We were never disciplined publicly only praised.  Any correction occured behind closed doors during our one on ones.  Our EP was very gifted and compassionate but would hold each of us accountable for weekly objectives that everyone needed to accomplish.  We established the objectives ourselves, but shared those objectives during that meeting.  We reviewed accomplishments and concerns in our areas of ministry responsibility, we reviewed budget reports for accountability, we had a time of prayer, and always discussed our personal quite time and walk with God with each other.  Sometimes we would discuss senior level strategic directions or projects, as half of the pastoral staff served as elders.  The other half of the elders came from the membership.  We did have job descriptions which really assisted with planning and setting our goals and objectives.  We also had an annual review but rarely did the review bring any surprises as we actually reviewed everything on a weekly basis. This was a great process that challenged each of us to strive for excellence, accountability, and effectiveness.  Everyone was expected to perform at the highest possible level for each other, members, but most importantly for the world we were trying to reach with the gospel.

Wow, where to start.  I’ll be 50 soon.  Serving in my 5th church in the past 24 years.  Associate Pastor in the first two, then church planter, then Sr. Pastor, now church planter again.  As a church planter I asked a pastor friend of mine to come and help in the work as my associate - he came, but did not “work”.  He was always late to meetings, refused to be held accountable (tried all of the things every which way), when I tried to hold him accountable he complained that I was “controlling.” He split my elder board before he finally left.  He did great damage to me and to the work.  After two years of trying to work with him (he had been a good friend) my health actually suffered. 

Next church had a former Sr. Pastor (of that church) who had been brought back by my predesesor (sp?) to minister to the seniors.  That Sr. Pastor ended up leaving under duress.  I came and inherited the staff.  The former Sr. Pastor told me he planned on “diminishing” in the church.  Promised he would leave if problems occurred.  Well, he didn’t.  He too was totally unaccountable.  He would not support me on things and probably worked behind the scenes to undermine leadership efforts.  Finally I had had enough and I gently asked the older man to leave.  He refused.  Threatened me and proceeded in dragging me and the leadership through the mud for 18 months or so.  He finally left and the next day that he was officially off staff he led a group of people to throw me out.  He got the denominational leadership on his side (he has known them for years).  They never even bothered to ask me what happened.  Then they voted me (and the leadership) out. 

(Obviously there is much more to these stories.)

Now, started new church 2 1/2 years ago.  AM DETERMINED NOT TO PLAY CHURCH THIS WAY EVER AGAIN. (God willing. ) I have never had such freedom in ministry as I do now.  It is going well. 

My conclusion to the matter?  Accountability is all a matter of the heart of both the Sr. Pastor and the Associate Pastor and the Organist, the Secretary, the Custodian, everyone.  If someone is intent on being lazy, rebellious, stubborn, etc. then they will be until their heart changes.

I have read all of the stuff over the years.  I have tried to implement them.  I have been patient, I have been bold, I have talked nicely, I have given them rope, I have picked things up for them, I have tried to hold myself to a higher degree of accountability than I hold them, I have sought advice and wisdom from other pastors and leaders ... IF THEIR HEART (AND MINE) AREN’T RIGHT, IT WILL NOT WORK.

I have much to say about this but I have rambled on long enough.  Please don’t pre-judge or jump to any conclusions to what I have said or not said.  This is not complete.

JDA

P.S. - guess what?  I’m trying to add staff to our current church.  Am I a glutton for punishment of what?

I don’t understand why accountability has to be a negative.  I asked my church leadership to provide a review for me.  It is my desire to grow in my ability to minister and identifying growth areas is beneficial.  (I know this sounds like a goodie too shooes response)but its mine.  Accountability within groups of trusted brothers (or sisters) strengthens so should accountability for bettering staff.  Iron on iron.

Matt:

Accountability is good, when it operates in an enviroment of trust, as you’ve said.  However, when trust has been bruised or broken, suspicion concerning motives kills accountability.  When there are no hidden agendas, personality conflicts, turf-shepherding issues, or impure motives, accountability is a breeze.  However, the flesh is ever-present and the enemy of God is aware of just how easily these issues can be used to destroy fellowship and spiritual drive in a church.

That’s why so many churches need to move away from “growth” as their focus and turn toward “health.” Along with many others who have been in the ministry for quite a while (30 years for me), I believe with all my heart that we will not see spiritual awakening and real revival in America, until we see the church get healthy, centering not just on our personal relationship with God, but with our relationships within the family of God.