As CiT Director I have been in a coaching relationship—since 2019—with a large number of call committees.  I have now provided at least some level of assistance to twenty-five different call committees; all of them in the LCMC.  In addition, I have also been monitoring, online, how an additional twelve to fifteen call committees have been conducting their search for a new pastor.  Given what I have learned, I want to offer examples of the more common mistakes sometimes made when a call committee is looking for their next pastor.

     However, before mentioning these “mistakes”, it is important to acknowledge how incredibly difficult it is—in 2022—to identify and call the “right” pastor.  (Let alone making the mistake of looking for the “perfect” pastor.)  As just about all of you know by now, given the shortage of available clergy it is a far better time to be a pastor looking for a call than be on a call committee looking for a pastor.  Accordingly, it is not my intention to criticize call committees but rather to offer some practical advice as to how to conduct a pastoral search in such a challenging environment.  And just how challenging is it?  Well just in case you are one of a diminishing number of people who doubts the extent of the current clergy supply shortage, consider these four factors that have created something of a “perfect storm” when it comes to this crisis.  First, there is the issue of retiring Boomer pastors; something which all of us are aware of.  Next, we have the matter of far fewer seminary graduates than we have retiring pastors.  Third, there is the reality that there have been many congregations who have been negatively impacted by the pandemic; whether by decreased in-person worship attendance or internal conflict.  And fourth, if all of the above wasn’t challenging enough, we are also experiencing a significant national decline in the number of Americans who identify as Christians.

     This last challenge—of a dwindling number of Americans who identify as Christians—was revealed in dramatic fashion just this last September.  I found this revelation written in Timothy Dalrymple’s “From the President” column in the September issue of Christianity Today.  He shared the results of a survey by the Barna organization.  According to this study the percentage of Americans who are “practicing Christians” plummeted between 2009 and 2020.  “Practicing Christians”, in this case, means they “prioritize their faith” and have attended church within the previous month.  In 2009 50% of respondents fit this description.  In 2020 only 25%! 

     Needless to say, all of the above adds to the difficulties that churches in general, and congregations “in transition” in particular, are facing.  But having said that, below are some of the more common errors that only add to a call committee’s challenges.  In other words, these are unnecessary errors that can be easily avoided.

1. Not keeping prayer as a central and crucial part of your meetings as a call committee.  When a search process has been prolonged and discouraging, group prayer is sometimes missing from call committee agendas.  This is a time when prayer is more needed than ever.  And not just a cursory prayer by one member of the committee is needed, but a time of prayer when any and all members can participate; sharing not only their hopes but also their concerns.

2. Not creating a well-written open-position post for your LCMC or NALC vacancy list.  I have become somewhat obsessed with monitoring—daily—the LCMC “Open Positions” list.  And I have been doing this now for three years!  (I know, a retiree with too much time on his hands.)  In those three years I have seen some posts which were thrown together and—compared to the majority of posts—were totally inadequate.  Here is the simple rule: When creating your position description, look at the vacancies already posted and learn from them regarding how to create the best possible description of your position, your congregation, and your surrounding community.

3. Not keeping your congregation up-to-date regarding your work and progress as a call committee. You should have brief, verbal Sunday-morning reports once every four to six weeks, and a brief article in every congregational newsletter.  Let the members know you have been working!

4. Too quickly assuming you can “get by” with supply preachers over an extended period of time. Some call committees, at the beginning of their search, casually dismiss their need for an interim pastor.  Instead, assuming that they will find their next “permanent” pastor within a few months, they decide occasional supply preachers will suffice to maintain their congregational ministry.  This can be a serious mistake; especially if your vacancy remains unfilled for a year or more.  (Which, more often than not, is the case in 2022.) The one bright side of many competent, retiring Boomer pastors is that some of them are open to part-time or full-time work as interim pastors for congregations in transition.

5. Organizing too large a call committee.  Two problems with this: The larger your call committee, the more difficult it is to achieve a unanimous decision regarding the candidates you are considering.  Also, the larger the committee the more awkward and ineffective initial online interviews become.  I believe the ideal size for a call committee is between four and six members.

6. Not having a quality congregational website up and running when you begin your search. Prospective applicants, more often than not, expect you to have a website.  If you don’t, they might feel they have too little information to make it worth their time to apply for your position.

7. Not conduct an informal, online background check before deciding to interview an applicant online.  I have sometimes been enlisted by a call committee after they have already interviewed applicants that I, and my other call committees have ruled out as even remotely viable candidates.  This is especially important for LCMC congregations, because the LCMC has not vetted most of the individuals listed on their clergy roster. 

8. If you are a multiple-pastoral-staff congregation, not seriously considering your Associate Pastor for your Lead Pastor call.  Given the current national shortage of pastors open to a new call, it would be a mistake to automatically rule out an associate pastor who is already loved and accepted by your congregation.  

9. “Settling” and calling the wrong pastor when you already employ—or know of—a competent interim pastor who is available to serve your congregation.

10. Finally, allowing your search process to drag on beyond 18 to 24 months when you have one or two members qualified and willing to be trained to serve and lead your congregation as part-time lay ministers.

Allow me to conclude by explaining #10 above.  I am convinced that bi-vocational or retired congregational members will, increasingly, be “called on” (pun intended) to serve in pastoral ministry roles.  I also believe that this will often be a healthy and positive development, not just a sign of desperation due to a congregation’s inability to find and call a new ordained pastor.  Too many churches, in the coming years, will simply close their doors because they can’t find an ordained pastor.  Tragically, some of these churches will have one or more members who could and would step up to lead in pastoral roles.  If these potential lay ministers do not feel qualified there are now reasonably-priced online seminary courses available in biblical studies, Lutheran theology, and preaching.  We must not make the mistake of always assuming only an ordained pastor can lead and serve our congregations.  For more information on this particular lay ministry strategy, click here to go to my article in the March/2022 issue of the Lutheran CORE newsletter.  Or better yet, contact me directly with any questions you might have; at pastordonbrandt@gmail.com.

First off, this is not an article about the relative merits of traditional and/or contemporary hymns and songs.  So even if you suspect you might have a “chip on your shoulder” on that particular issue, you can calm down and read on.  This article is about congregational singing regardless of whether your church sings traditional hymns; or contemporary Christian songs; or a blend of both.  I want to focus on what is involved in facilitating quality congregational singing.  In other words, what pastors and congregational leaders can do to encourage a high percentage of your members to actually participate and sing aloud during worship.

Before I get to some practical suggestions for improving congregational singing, it’s important to recognize two primary factors which tend to undermine congregational singing and decrease the percentage of worshipers who join in and actually participate.

A. The number of worshipers in attendance on any given Sunday.  Now if you have more than one weekly service this issue is, obviously, about the number of worshipers attending at a given hour; not your cumulative, total attendance for your two (or more) services combined.  Here’s the general rule related to your attendance at any one service: The more worshipers present the more likely the majority will feel comfortable singing aloud.  Conversely, the fewer worshipers, the more essential it is to facilitate singing when selecting and leading your hymns and songs.  And keep this in mind: It can be physically and mentally exhausting to sing aloud if you are one among a very small number of worshipers.

B. The median age of your worshipers is also an important factor.  If a majority of those in attendance are over 65 to 70 years of age, this is an added challenge that should not be ignored, and one more reason you need to do all you can to facilitate and encourage congregational singing.

I suspect that, in many smaller and more elderly worshiping communities, the lack of participation in congregational singing is one factor—no doubt among others—directly leading to decreasing worship attendance over time.

So let me address this ministry challenge for a hypothetical Lutheran congregation that has one weekly service.  This church—Grace Lutheran—has a worship attendance average of between 25 and 65.  And the median age of their worshipers is between 55 and 70.  And let’s assume that the acoustics in Grace Lutheran’s sanctuary, though not ideal, are adequate.

Grace Lutheran’s pastor is Rev. Olsen.  Now like most pastors, Rev. Olsen can indeed carry a tune.  (In fact, like many pastors, the best experience Pastor Olsen ever had experiencing quality congregational singing was at seminary chapel services.)  However, though he can indeed “carry a tune”, Rev. Olsen does not have a solo-quality voice and does not consider himself a songleader.  More important, he has always considered hymns to be an integral part of worship; and is painfully aware of the poor quality of congregational singing at Grace.  So Pastor Olsen starts searching online for articles about “Facilitating and Encouraging Congregational Singing in Smaller Churches”.  After exhaustive research, these were among the most helpful and practical suggestions he found for improving congregational singing at Grace.

1. The majority of worship hymns and songs should be familiar “favorites” among your members.  How was he going to discern which compositions fit this description?  A survey, of course. And from the results of this “List Your Favorite Hymns and/or Christian Songs” survey Pastor Olsen came up with a “Top 40 (or 50)” list.  Not that all worship songs on a given Sunday needed to be from this list.  However, more often than not, Rev. Olsen made sure that at least one or two of the hymns at a weekly service was from the list of “favorites”.  And when it came to hymn and song selection in general, Pastor Olsen learned the importance of avoiding hymns where the melody had a range of much more than one octave.  (In other words, seven whole notes.)  This is, he learned, especially important for older worshipers who are discovering that they can’t “reach the high notes” like they used to.

2. The next suggestion pastor Olsen found for improving congregational singing is to provide the best possible music leadership.  Since Grace Lutheran had an organ they could no longer afford to “keep up”, and since they had been unable to find a competent organist after their previous organist retired, Pastor Olsen realized that something needed to be done in this regard.  He decided his best option was to find a competent song leader, accompanied by a competent pianist, to play a high-quality piano. (Which—fortunately—Grace Lutheran already owned.)  He also learned that for this songleader-and-pianist duo to be effective, they needed to lead from the front of the sanctuary, not the back balcony.  But unfortunately, no one among the members at Grace had the necessary confidence to be a solo worship song leader.  However, Rev. Olsen did convince three members with good voices to lead congregational singing as a trio.  And for the pianist?  For that position he needed to find and hire someone from the surrounding community.  Fortunately he found the right person who not only had the necessary keyboard skills, but who was familiar with many Christian hymns and songs.

3. A third suggestion in the articles Pastor Olsen read was that hymn and song lyrics should be projected for worshipers.  This was to serve two particular goals: a) So worshipers would be looking, while singing, in the general direction of the song leaders, and b) so worshipers were not singing with their heads buried in their hymnals or songbooks.  Pastor Olsen initially had some misgivings about this suggestion.  After all, there was the considerable expense of purchasing a projector and screen for the sanctuary, and the fact that it was not feasible (due to limited space on a screen) to include musical notes along with projected lyrics.  But Pastor Olsen was pleasantly surprised by the difference projected lyrics made in the quality and volume of congregational singing.  And to minimize member complaints, the hymn/song lyrics were also printed out each week in the worship bulletin for those who preferred that option.  (Not to mention the fact that the hymn number was also listed in the bulletin for those who wanted to sing from the hymnals still located in the pew racks.)

There were other suggestions Rev. Olsen found in his online research.  For example, the recommendation that unfamiliar songs and hymns should always be taught, and that new hymns or songs should always be a part of the worship service at least two consecutive Sundays.  In the past Grace Lutheran members would often have to struggle through new hymns that were totally unfamiliar; without any instruction or practice of any kind from worship leaders.  Another recommendation: That worshipers should rarely be expected to sing more than four verses of any hymn. 

Suffice it to say that congregational singing at Grace Lutheran Church markedly improved—once these changes were implemented—and improved in a matter of weeks, not months.

Pastor Don Brandt

Congregations in Transition  

I have been a subscriber to Christianity Today since the early 1980’s.  I have always appreciated the quality and Biblical orthodoxy of its articles.  Recently both the CT magazine May/June issue, and its quarterly supplement “CT Pastors”, focused on the current challenges facing congregational pastors in the U.S.  These challenges include both increased internal congregational conflict and decreasing worship attendance.  One result of these challenges has been a great many “burned out”, discouraged clergy.

Regarding internal conflict within the Body of Christ, the “CT Pastors” editor, Kelli Trujillo, quoted Clement’s letter to the church of Corinth in 96 AD.  “Have we reached such a height of madness as to forget that we are members of one another?”  Well in some U.S. congregations, especially since early 2020, the answer is apparently an emphatic “yes”.

There is no doubt some comfort in knowing there has always been some level of internal conflict and disunity in the life of the church.  However, many pastors are saying that the last few years have been, by far, the most difficult years of their ministries.  One pastor, who was interviewed for the CT article, “Emptied Out”, described what he has experienced in his last two years of ministry in one word: “Excruciating”.

Scott Thumma, director of the Hartford University’s Institute for Religion Research, recently surveyed pastors.  His survey found that two-thirds considered 2020 “the hardest year in their ministry experience.”  From CT managing editor Andy Olsen: “The past few years of social and political upheaval have taken a particular toll on ministers.  Countless churches are threatened by an epidemic of pastoral burnout.”

So what are some of the causes contributing to both congregational conflict and frustrated, discouraged pastors?  At least two immediately come to mind.

1. Not surprisingly one cause has been pandemic-related ministry challenges since early 2020.  An additional quote, this one from CT writer Kyle Rohane: “The digitization of church services, sped along by the pandemic, has twisted the knife” when it comes to member dissatisfaction with their pastors.  “Since the pandemic, the debate over in-person versus impersonal preaching has been complicated considerably.  For the first time, due to the recent proliferation of live-streamed and recorded services, local pastors are in stiff competition with obscure preachers from other states.”  Kelly Kapic, writing in her “CT Pastors” article, said: “The long COVID-19 pandemic has increased the difficulties for many (churches), resulting in less church involvement and more mental health challenges, less relational connection and more political polarization.”  On a personal note, I know of two pastors—both serving smaller congregations—who have each had five or six active couples angrily leave their churches in the last two years.  Oddly enough, in one church it was because the pastor followed state guidelines regarding in-person worship and masks, while in the other church the couples left because that pastor did not strictly follow those same state guidelines.  A classic “lose-lose” scenario.

2. A second cause contributing to both congregational disunity and pastor “burn out” is an accelerated decline in worship attendance.  While the pandemic contributed to this decline for most churches, the majority of these congregations were unfortunately already in decline before 2020.  A 20-year study from the Hartford Institute for Religion Research found that small churches (100 or fewer in weekly attendance) now make up 70 percent of US congregations.  According to one “CT Pastors” article, “The median crowd at church on a Sunday morning is half what it was 20 years ago.  In 2000, the median worship attendance at US congregations was 137; now it’s down to 65.”  My own observation, after consulting with hundreds of pastors and congregational leaders over the last 30 years, is that congregational decline often increases the likelihood of internal conflict, and directly contributes to the discouragement and stress experienced by pastors.

Not surprisingly, these ministry challenges are contributing to many pastors re-evaluating how long they want to remain in the ministry.  From writer Kyle Rohane: “What’s unusual about our current situation, is the sheer number of pastors wanting to leave ministry simultaneously throughout the US and across demographics and traditions.”  He also writes, “The aging of American pastors is a well-established phenomenon.  Baby boomers have stayed in ministry longer than expected, and we should expect to see a natural rise in retirements as they finally transition out of lead roles.  But the pressures of the past two years could cause many to retire early.” (Emphasis mine) Even more specific to our immediate challenges, author and pastor Dane Ortlund tweeted, “A tidal wave of pastor resignations is coming in 2022.”  And one last quote from Kyle Rohane: “A nationwide pastor shortage could be a death knell for many smaller churches.”

So what can be done; whether at the direction of pastors or lay leaders?  To begin with, there needs to be awareness that a significant percentage of serving pastors are dealing with an “affirmation deficit”.  Given the realities of pastoral ministry since early 2020, a pastoral support group is more needed than ever in congregational life.  (And this is at least one group of lay leaders that should be hand-picked by the pastor.)  Given the current clergy supply crisis, I can state unequivocally that you do not want your current pastor to be retiring or leaving sooner than necessary.  This is a good time for lay leaders to step up and provide emotional and spiritual encouragement for their pastors.

In addition, pastors and lay leaders alike need to address the issue of congregational unity.  Granted, this might be more challenging now than it would have been a few years ago.  However, this makes it that much more urgent and necessary.  Kelly Kapic writes, “When things are especially challenging for church leaders, it can be hard to even see the good that has been given, because we feel overwhelmed by the hardships and disappointments.  Maybe we need encouragement to look again with grace…Jesus promises to meet us in and through his imperfect people…Our confidence is not in our faithfulness but in God’s.  God knows our limits better than we do, so by loving others well, limits and all, we participate in God’s work without being crushed by it.”

To end this column, here is one specific and particularly practical suggestion that can contribute to congregational unity.  It was hi-lighted in Ike Miller’s article (in “CT Pastors”) entitled, “The Myth of Thick Skin”.  The subtitle to this article is “The surprising cure to painful criticism: Invite more feedback”.  The concept is straightforward.  Congregations need regular, healthy ways for members to voice their concerns to lay leaders.  And these listening sessions need to be done without the pastor present.  The lay leaders — perhaps those who are also in the pastoral support group — take notes during these listening sessions; notes that will be passed on to the pastor while not revealing the individual “source”.  In these “listening sessions” disgruntled and/or concerned members can be heard without being challenged.  Additionally, the pastor can learn of their concerns in a manner where he or she is less likely to feel unfairly and personally criticized.  A final quote from Ike Miller:

However tempting it may seem, the secret to dealing with criticism as pastors isn’t to avoid it     or hear less of it. The secret to handling criticism well is to create channels and practices that allow for more of it, but in healthier ways…Healthy feedback tools provide less-personal pathways for this communication to take place so that we, as leaders, can remain humble, teachable, and receptive to wise counsel without being destroyed by the emotional blows that often accompany it.

Ike Miller

Lutheran CORE’s Congregations in Transition ministry (CiT) was launched back in 2019 to assist Lutheran congregations who are contending with the shortage of available pastors to serve their churches.  This ministry challenge has only become more severe during the pandemic.

This crisis is so widespread it has now come to the attention of the mainstream secular press.  A recent article, in the Wall Street Journal, is entitled, “Houses of Worship Face Clergy Shortage as Many Resign During Pandemic.”  This article was just published last month, on February 21, 2022.  And while the article focused on the degree to which the pandemic has directly contributed to the number of clergy leaving the ministry, the shortage of pastors — as you probably already know — has been an issue for many years.  This pandemic has only made a bad situation even worse.

1. Consider the many factors which, over at least the last twenty years, have contributed to a shortage of available ordained pastoral candidates looking for a call.
2. A very large percentage of pastors have or are about to reach retirement age.
3. Seminaries in general are struggling to recruit new students.  And many of the students they do enroll are far older than was typical when I was ordained back in 1981.  This of course means that many of our more recent seminary graduates will only be in the ministry for a limited number of years.
4. The rate at which our culture is becoming secularized is only increasing; this directly impacts how many people feel “called” to the ordained ministry.  Consider this: Pew Research recently reported that millennials — most American adults under 40 — are the first American generation where those identifying as Christians are in the minority.
5. And, as reported by Wall Street Journal, the pandemic has contributed to the number of ordained clergy who are leaving the ministry.  This includes Boomer pastors who, due to pandemic-related stress and congregational conflict, are retiring earlier than they had originally planned.

Then, in addition to the shortage of available pastors, the local church, more often than not, is struggling.  Thom Rainer is a pastor who is CEO of Church Answers, a large congregational coaching ministry.  Church Answers describes itself as “the largest online community in the world for practical advice on church growth.”  In a recent podcast Pastor Rainer stated that, even before the pandemic, 90% of American churches were experiencing a decline in worship attendance.  He also claims that the pandemic has accelerated that rate of decline by three years.

So what can congregations do to address these challenges?  And especially smaller congregations?  Because the clergy supply crisis presents particular challenges for small churches, and the hard truth is that the shrinking number of available pastors will tend to accept calls to mid-sized and larger congregations.

At this point I want to focus on those of you who attend smaller churches; let’s say churches with 100 or fewer members.  I pick this dividing line because Mike Bradley, the Service Coordinator for the LCMC, just revealed that over 500 LCMC churches in the U.S. have 100 or fewer members.  (This out of a total of 786 LCMC churches in the United States.)  It is my conviction that with the combination of your congregation’s size and the clergy supply crisis, it is time for your lay leaders to consider and plan for a future where you might not be able to find and call a seminary-trained, experienced pastor.  And that might even be the case whether or not you have the financial resources to pay a full-time pastor’s salary with benefits.

So assuming your church leaders are ready to address this possible future scenario — a future where you are unable to find a competent, ordained pastor — what then?  Well then it will be time to identify one or two active members whom you can convince to become ministers-in-training; ministers who will eventually serve your congregation.  Here are some of the steps that would be involved in pursuing this ministry strategy:

1. Most important, identify the right person!  (Lots of prayer will help.)  The “right” person would be someone who is already known as a congregational lay leader and as someone with the personal integrity, faith commitment, and skills to become your future minister. 
2. Next would be the challenge of convincing that individual to say “yes” to this ministry opportunity.
3. Offer, as a congregation, to pay for online seminary classes to help your future “minister” prepare to serve your members.  These classes, taken on a very part-time basis, would not necessarily lead to ordination.  (That would be up to your “candidate.”)  But either way, they would give this person the tools to better serve your congregation in the future.  The LCMC has a list of recommended Christian seminaries; all of which offer most of their courses online.  Just one example: St. Paul Lutheran Seminary in St. Paul, Minnesota, offers an occasional six-week preaching class for just $50.  These seminaries also, of course, offer courses in biblical studies and Lutheran theology.
4. Determine your “minister’s” eventual job description; including whether it would be part-time or full-time.  Note: If you assume it needs to be full-time you just might be ruling out the best person for your future ministry.  Be open to the possibility that your minister-in-training would always be bi-vocational, that is, serving your church while continuing with his or her secular employment. Also, this job description needs to be based on a combination of your congregation’s needs and your future minister’s ministry gifts.
5. Eventually determine this person’s length of service once he or she is officially employed.  One year, two years, three years?
6. At the appropriate time decide on the number of working ministry hours in a typical week, and the financial compensation.
7. Identify a mentoring pastor who will have an on-going, informal “coaching” relationship with your minister-in-training.  This could be either an LCMC or NALC pastor serving in your community or region.  Or, a Congregations in Transition coach could serve in this role by offering online coaching and emotional/spiritual support for your minister-to-be.

It would be presumptuous of me to speculate any further on what this ministry strategy might look like for your congregation.  There are simply too many possible scenarios, which would be and should be based on what is unique about your congregation’s needs, and your ministry context. 

Congregational leaders of smaller churches need to start thinking “outside the box” when it comes to the assumption that viable and vital church ministries always require the leadership of an ordained seminary graduate.  Too often smaller churches — when they are unable to find and call a pastor — assume their only options moving forward are to either settle for “rotating,” occasional supply preachers, or to simply shut their doors.

Remember one of the most important lessons from early church history: The Body of Christ need not rise or fall based solely on the presence or absence of ordained pastors to lead a congregation’s ministry.  The Apostolic church thrived — often under persecution — without the benefit of a professional clergy class.  This is about the priesthood of all believers, not a priesthood limited to the ordained.  Or to put it another way: Sometimes the life and ministry of Christ’s church is simply too important to be left solely to the “professionals.”

I admit my tendency to often base my columns on the insights and observations of other writers.  No doubt some of you question whether I have any original thoughts, opinions and ideas.  The answer is yes I do; on occasion.

However, sometimes I come across an article that I’m convinced needs to be brought to your attention; and the sooner the better.  That’s definitely the case with the article, in the November, 2021, issue of Christianity Today, entitled “Empty Pews Are an American Public Health Crisis.”   The authors of this article are Tyler Vanderweele and Brenden Case.  Vanderweele is director of the Human Flourishing Project at Harvard University, and Case is the associate director of that same program.

The “public health crisis” they are bringing to our attention is the toll decreased in-person worship attendance is taking on American public health.  This crisis has been developing over many years.  However, the Covid pandemic has, to an alarming degree, contributed, since early 2020, to the severity of this crisis.  And it is a crisis in terms of not only mental, emotional and spiritual health; but physical health as well.

One sentence from this article expresses the authors’ theme succinctly: “People find their social and personal lives improved — sometimes their lives are even physically saved — when they go to church often.”

This article cites recent Barna Group surveys.  In 2011, 43% of Americans stated that they attended church weekly.  In 2020, this had declined to 29%.

Another quote from the article: “A number of large, well-designed research studies have found that religious service attendance is associated with greater longevity, less depression, less suicide, less smoking, less substance abuse, better cancer and cardiovascular-disease survival, less divorce, greater social support, greater meaning in life, greater life satisfaction, more volunteering, and greater civic engagement.”

And more specific to worship attendance: “Our research (at the Harvard University Human Flourishing Project) suggests that religious service attendance specifically, rather than private practices or self-assessed religiosity or spirituality, most powerfully predicts health.”

And this: “Our own research indicates that declining religious service attendance accounts for about 40 percent of the rise in (national) suicide rates over the past 15 years.  If the declines in attendance could have been prevented, how many lives could have been saved?”

Another quote: “In sum, there are a number of ways in which religious service attendance might positively influence a person’s mental and physical well-being, including providing a network of social support, offering clear moral guidance, and creating relationships of accountability to reinforce positive behavior.”

One more recent Barna Group survey indicates the even more immediate crisis that has developed due to the pandemic’s impact on worship attendance.  They found that about a third of “practicing Christians” have stopped joining in-person worship completely due to the pandemic.  And “this group reported higher levels of anxiety and depression than those still worshiping…”

So are there any helpful suggestions for our congregations after reading these demoralizing revelations?  Absolutely.  Here are three mentioned in this article.

1. “When the present pandemic has passed, it will be important to reestablish face-to-face meetings and services, rather than relying entirely on remote alternatives.”

2. “This research should challenge the growing number of Americans who self-identify as “spiritual but not religious,” or who harbor doubts about organized religion, to consider whether their own spiritual journeys might be better undertaken in a community of like-minded seekers and under the discipline of a tried and tested tradition of belief and practice.”

3. “Finally, this research has implications on a more individual level.  For the roughly half of all Americans who do believe in God but do not regularly attend services, the relationship between service attendance and health may constitute an invitation back to communal religious life.”

And my suggestion?  Perhaps read this article again, and while doing so ask yourself how these insights can guide your congregation’s ministry planning for 2022.

“And let us consider how to stir up one another to love and good works, not neglecting to meet together, as is the habit of some, but encouraging one another, and all the more as you see the Day drawing near.” (Hebrews 10:24-25, ESV)

“Keeping an International Perspective While Living in

an Increasingly Secular Culture”

The signs were there, even before this pandemic.  North American culture seems to be moving toward an increasingly secular worldview at breakneck speed.  One particular moment when this sank in for me was the finding, by a large-scale Pew Research Institute survey, that the offspring of Boomers in the U.S. were only half as likely to attend church as when their Boomer parents were young.  That is a dramatic change in just one generation.  And this was before Covid started negatively impacting church attendance across the country.

Consider an illustration — from contemporary media — about how Americans are now living in a truly secular age.  It comes from the HBO drama series “Silicon Valley.”  One tech company employee explains to a co-worker why their company’s chief executive just “outed” another employee as a believer.  “You can be openly polyamorous, and people here will call you brave.  You can put microdoses of LSD in your cereal, and people will call you a pioneer.  But the one thing you cannot be is a Christian.”

Admittedly there are days when I despair that the Body of Christ is at risk of becoming completely inconsequential, a relic of the past.  But that was before I read an article in the most recent issue of the Fuller Seminary quarterly magazine.  The title was The Strange New Habitat of the Global Church, and was written by Professor Veli-Matti Karkkainen, a Finnish (and Lutheran) member of the Fuller faculty.  He shares, in this article, the latest information on the global Body of Christ.  

As you probably already know, the epicenter of the universal church is definitely moving south.  Well, the pace of that movement is only accelerating.  Some details from this article:

a) The current number of Christians worldwide is 2.4 billion. (That’s with a “b.”)

b) The great majority of Christians now live in Africa, Asia and Latin America.

c) By 2050, only about one-fifth of Christians will be non-Hispanic whites.  Karkkainen quotes a book from Oxford University Press, The Coming of Global Christianity: The Next Christendom.  “Even now a typical contemporary Christian is a woman living in a village in Nigeria or in a Brazilian favela or a young, often poor, person anywhere in the megacities of the Global South.”

d) An interesting quote from Karkkainen himself: “With the shift of the majority of Christians to the Global South, with societies and cultures more traditional than those in Europe and North America, conservative and traditional mindsets will be strengthened globally even when theological liberalism and pluralism reign in Western academia.”  (You might want to read that quote again.)

e) Of the over 200 million migrants in the world, about one-half are Christians, with the majority of them in the U.S. and Europe.

f) Among American ethnic group ministries it is Hispanic churches that are experiencing the greatest growth.

g) Black churches in the U.S. continue to grow.

h) From a global perspective, Karkkainen writes, “Secularism has not won the day.  Over against the overwhelming majority of the world’s population self-identifying as adherents to a particular religion, only about 15% label themselves as religiously unaffiliated.”  Fifteen percent.  That is approximately one billion; compared with 2.4 billion Christ followers.

The practical implication of the above information is that foreign mission support by you and your congregation is as vital as ever.  (Many of our Boomer Lutherans currently have significant disposable income and assets; most likely over and above what your congregations needs from them to “make ends meet.”)  Also, here in the U.S. there might be incredible opportunities for your congregation to reach out, in particular, to the Hispanic population; either directly or by financially supporting effective Hispanic ministries.

     So the Body of Christ is, even in this secular age, alive and well.  So take heart!  Millions of people around the world are still responding to the Gospel.

With the Delta variant reminding us that this pandemic will be around at least into 2022, many congregations are facing the fact that they will not be seeing a significant percentage of their members returning to in-person worship this fall.  And the longer some members continue to only worship online, the more likely many of them will rarely, if ever, return to worship in your sanctuary.

 As I have been coaching church transition teams and call committees over the last eighteen months I always ask what their current attendance is compared to 2019.  In almost all cases the answer is that average in-person worship attendance has dropped 30 to 50%.

Needless to say, this is a serious congregational ministry crisis that needs to be addressed.  But what can be done?  I suggest two strategies.  One is to provide an on-going, quality member-care ministry for every member who worshiped regularly in 2019 but has been consistently absent from in-person services since then.  The second strategy is to institute ways these online worshipers can be engaged and discipled by and through your weekly online sermons.  Only a combination of these two strategies, in my view, will significantly reduce the number of online worshipers who will eventually be lost to inactivity.

Your member-care effort should include phone conversations, every two to four weeks, with lay volunteers who have been recruited and “trained” for this ministry.  These conversations would be to see how this person is doing, and to ask if he/she has any personal prayer requests.  The volunteer would not only offer to pray personally for the member; he/she would volunteer to pass the prayer request on to the congregation’s prayer team.  Ideally, each of these online worshipers should be contacted, consistently, by the same volunteer. 

Now for the second strategy: Striving to engage online worshipers through your weekly sermons.  One example is how one LCMC congregation in suburban St. Louis used a sermon series on the Gospel of Mark to encourage both in-person and online worshipers to read the entire Gospel.  Members were asked to read a chapter each week in preparation for the following Sunday’s sermon.  The chapters were broken down into daily devotional reading texts to encourage members to develop a daily Bible-reading discipline.  Another idea would be to invite online comments regarding the next Sunday’s sermon theme.  This feedback could be in the form of survey questions where their answers—sent in via email—could be incorporated (anonymously) into the following Sunday’s message.  One more idea is to offer a mid-week online, interactive Bible study for members who are on Facebook.  This would make it possible for live “classes” where participants could make comments in real time.  The result would be a discussion-oriented Bible class/devotional time.  And finally, why not have your congregation host one or more weekly Zoom Bible studies?  This could achieve a group dynamic which would be almost the same as gathering in person.  I have done a lot of work these last eighteen months on Zoom.  I find these Zoom meetings to be very discussion-oriented; especially when the total number of participants is not more than six to nine people.  And since the beginning of this pandemic a great many more Americans have become comfortable with and open to the idea of gathering and conversing online. 

All the above suggestions would help prevent increased inactivity among those members who are not yet able—or comfortable enough—to return to your in-person worship services and classes.  However, please note that the second-strategy ideas above presume that you will continue to offer online worship; at least as long as this pandemic continues.  You will want to do this not only for your members, but also as an outreach to the unchurched in your community.

I was going to write about the challenge of discipling online worshipers.  However, that topic will need to again wait for the next issue of this newsletter.  Why? Because something quite urgent has come to my attention.  It was a June 2^nd (2021) fundraising letter from North American Lutheran Seminary, the seminary for the North American Lutheran Church.  In that letter was this statement from the seminary President, Dr. Eric Riesen: “…Over the next ten years more than 70 percent of our current NALC pastors will retire.”

Reflect on the implications of that statement for just a moment.  And keep in mind that this forecast is undoubtedly reflective of the clergy supply crisis facing not just the NALC, but the LCMC and ELCA as well.

I am convinced there are three converging factors which will create a “perfect storm” when it comes to the available supply of pastors for American churches.

One factor is the significant number of current, working pastors who have already reached or surpassed retirement age.  We have not yet reached the peak of the exodus of pastors from full-time ministry for a couple of reasons: The pandemic; and the fact that some of these pastors just want to “keep going” despite their age.  But the aging process waits for no one, including clergy.  Like the full-time pastor who called me to talk about when he might want to start planning for his retirement.  His age?  81 years old!  And how does the pandemic impact retirements?  Some pastors, understandably, didn’t want to leave their congregations until the worst of the pandemic was behind them.  However, as we begin to enter a post-Covid environment many of these pastors are now about to retire.  

A second factor contributing to an increasing shortage of pastors is decreasing seminary enrollment.  This unfortunate cross-denominational trend has been going on for years, if not decades.  Just one example: In that fundraising letter from North American Lutheran Seminary that I mentioned there was a photograph of the graduating class of 2021.  Just four students.

A third factor in this developing shortage of pastors is clergy burnout.  Thom Rainer’s coaching ministry, Church Answers, conducted a cross-denominational survey of over one thousand pastors just last fall.  Close to 80% indicated they were thinking of quitting.  That’s right, 80%.  No doubt some of this was due to the multiple ways the pandemic has contributed to the stress of church ministry.  However, the trend of increasing pastor burnout preceded Covid and will undoubtedly persist post-Covid.  Kate Shellnutt, in the July/August (2021) issue of Christianity Today, writes: “Across the country, pastors…have ushered weary congregants through virtual worship setups, lonely hospital stays, funerals, job losses, intense political tensions, and relentless debates over pandemic precautions.”  She continues, “During the first months of the year, fewer than half of regular churchgoers in the US made it to an in-person service, according to the Pew Research Center, though more than three-quarters said their churches had reopened.”

All three of these factors are converging in the context of American congregations which are, more often than not, dealing with some level of institutional decline.  Be it an aging membership, declining worship attendance, or far fewer baptisms, most churches are facing a decidedly uncertain future.  Add the developing clergy shortage and the word “crisis” seems more than apt.  The Body of Christ will, of course, endure.  However, if we don’t confront this crisis in a proactive way a great many people will never be reached with the Good News.

Added to all these ministry challenges, American churches have, for generations, developed an unhealthy dependence on ordained, seminary-trained clergy to lead and serve their congregations.  And as I continue, keep in mind that churches led by seminary-trained, ordained clergy was not the New Testament model for local faith communities.  (1^st Peter 2:4-10)

Consider, with me, one possible scenario where a hypothetical LCMC congregation makes the decision—after a frustrating and unsuccessful search for a new, ordained pastor—to embrace a ministry model that aspires, out of necessity, to move “beyond clergy”.

This hypothetical church is Grace Lutheran, and it is located in a small city in the Midwest.  Grace’s call committee was organized in the summer of 2021; about the time that the pandemic was finally winding down, and shortly after their pastor of 18 years announced his retirement.

Since Grace was a healthy and conflict-free congregation the call committee was confident they would be able to find and call the pastor “God had in mind” for their church.  Mixed with the committee’s initial optimism there was, however, some anxiety.  Grace Lutheran’s post-Covid weekly attendance in the fall of 2021 had shrunk to 85 compared to a pre-Covid 2019 attendance average of over 125.  But the call committee forged ahead; confident that part of the attendance losses were simply due to their pastor’s retirement.  Surely the “right” new pastor would help rebuild their attendance back to at least what it was in 2019.

However, the search process dragged on into the fall of 2022.  The call committee in particular and the members in general were becoming demoralized.  There was one brief period of optimism when the committee extended a call to an applicant they were truly excited about.  But at the last minute this candidate decided to accept one of the other two calls he was “sitting on.”

It was after going through this frustrating search for over a year that the committee decided to engage the services of (you guessed it) a Congregations in Transition coach.  This coach suggested a new, some would say even radical, strategy.  While continuing their search for an ordained pastor the coach recommended that Grace Lutheran consider recruiting, training and hiring a congregational member to serve as their minister.  Here were the steps their coach outlined for the call committee and church council:

1. First there was the matter of identifying the right person from among their members.  The question posed by the coach was, “Does a particular male or female member come to mind as someone God might be ready to call—whether part-time or full-time—to be a minister here at Grace?”  It would need to be someone who had the necessary gifts, faith, maturity, and integrity to fill such an important role.  Also, this individual would need to have already established a reputation, among the members, of being a faithful and trustworthy congregational leader.  With these qualifications in mind the call committee and council members were asked to pray and reflect on this question.  After an extended time of prayer and reflection (weeks perhaps?) there was the difficult task of coming to a consensus as to which person would be approached.  This took place in a (one-day) retreat setting.

2. The next step—once a consensus was reached—was to approach the “candidate”.  The question asked of this individual was this: Would he or she be willing to eventually accept such a paid ministry position if the congregation agreed to pay the cost of online ministry training?  In addition to this training the future minister would be encouraged to establish a mentoring relationship with an ordained pastor.  This could either be a CiT coach or a pastor living and serving within driving distance of Grace Lutheran.

3. Once this member agrees to pursue ministry training the church council and congregation would make this arrangement both public and official, commissioning (and celebrating with) this “minister-in-training” at a worship service.

4.  In consultation with congregational leaders the chosen future minister would then decide on an appropriate online ministry training program.  Possibilities considered might include St. Paul Seminary (St. Paul, Minnesota), the Institute of Lutheran Theology (Brookings, South Dakota), and North American Lutheran Seminary (Ambridge, Pennsylvania).

Note: If the person chosen is unable to commit to eventually work as a full-time minister the congregation should then be open to negotiating a worker-priest contract where this individual would be part-time and bi-vocational.  It is imperative that the “right” person not be passed over simply because he/she cannot be a full-time minister.

The above hypothetical scenario does not by any means address all of the details that would need to be worked out by the leaders of a congregation like Grace Lutheran.  These include the eventual job description, compensation, and whether this member-minister would be pursuing formal ordination (or not).  However, this entire process could be monitored and, to an extent, led by a Congregations in Transition coach.  By all means email me if you have any questions.

Grace and peace,

Dr. Don Brandt

pastordonbrandt@gmail.com

503-559-2034

From a Washington Post article on March 29, 2021: “Church membership in the United States has fallen below the majority [of the population] for the first time in nearly a century … First time this has happened since Gallup first asked the question in 1937, when church membership was 73%.”

Some caveats here: Gallup uses a “scientific” yet relatively small number of respondents for their surveys.  However, Pew Research uses a far larger number of respondents.  And Pew has been seeing a similar, dramatic decline when it comes to not only whether people are formally affiliated with religious institutions (i.e., membership), but also a significant decline in the percentage of Americans who self-identify as Christian.  Second caveat: This Gallup survey was focused on formal institutional affiliation, and Americans have become increasingly cynical about almost all institutions, not just religious ones.  But again, I would refer you to multiple Pew Religious Survey results which have been revealing significant declines not just in formal church membership, but in people self-identifying as Christians by faith.

Now back to this very recent Gallup survey.  From a long-term historical perspective — something Gallup provides — this current survey should be something of a “wake-up call” for church leaders.  One more quote from the Washington Post article: “In 2020, 47% of Americans said they belonged to a church, synagogue or mosque.”  This Gallup survey “also found that the number of people who also said religion was very important to them has fallen to 48%, a new low point in their polling” going all the way back to 1937.

Not surprisingly, the Gallup and Pew Research findings are being reflected in decreasing worship attendance.  And this worship attendance decline was painfully evident in a majority of Lutheran congregations long before the current pandemic.

In the last issue of this newsletter I wrote of ways to improve what your congregation offers to online worshipers.  And I do consider online worship as a needed outreach strategy in the years to come.  However, do not think you can afford to give up on offering quality in-person worship.  Those who already are — and soon will be — worshiping in person deserve your congregation’s best efforts.  Below are some specific, practical suggestions regarding how you can incrementally increase in-person worship attendance: “One Sunday at a Time.”

As mentioned, a majority of Lutheran congregations were already dealing with decreasing worship attendance even before COVID.  Needless to say, this can be demoralizing for faithful members on a “number” of levels.  First of all, for them this is about more than numbers, because this decreasing attendance represents friends who are “missing in action”; whether due to inactivity, their having moved, or illness.  Whatever the factors involved, low worship attendance is perhaps the single clearest indication — to members and visitors alike — of a congregation in decline.  Given this fact, anything that pastors and lay leaders can do to noticeably increase attendance will most likely improve congregational morale and bring added energy and enthusiasm to worship services.

Perhaps the best, initial strategy would be having the pastor and a few congregational leaders commit to meeting monthly to coordinate the implementation — one Sunday at a time — to the following, multiple strategies.  (Disclaimer: This is by no means an exhaustive list, and I realize your congregation might already be employing some of these ideas.)  I encourage you to utilize at least one of these ideas on any given Sunday.

1. Special Music – This could be a solo, a duet, a vocal ensemble, or an instrumental performance. Offering this not only improves the quality of your worship celebration, but it also requires the presence of the above musicians; many of whom bring one or more guests to hear them perform.

2. Congregational Sermon Survey – In preparation for the next Sunday’s sermon these very short surveys can be filled out by worshipers during the previous Sunday’s worship service.  Tell them not to sign.  Mention that you will be using some of their comments and opinions in the pastor’s next sermon (or sermon series).  Odds are this will be an encouragement for some otherwise infrequent worshipers to definitely show up the following Sunday.

3. Drama Skits – There are excellent Christian drama skits available.  One example: Drama Ministry at dramaministry.com.  This Christian ministry offers over 750 small-cast scripts for performance. Obviously, a short (usually under 10 minute) drama means the guaranteed presence of not just cast members, but probably their families, and maybe some friends.  Note: Many of these scripts are quite humorous.

4.  Refreshments Following the Service –  Provide a light “brunch”; if not weekly, then perhaps monthly.

5.  Involve Children and/or Teens in Some Part of the Service (They typically come with parents!) – This could be a musical performance, or as Scripture readers, or ushers and greeters.

6.  Celebrate and Honor People from Your Community – Do this as part of your worship service and invite not just members who qualify but non-members from the community as guests on this Sunday.  Some examples include schoolteachers, first-responders, veterans, fire fighters, police officers and especially in this time of COVID, health care workers.

7.  Enlist Additional Volunteers to Celebrate Church Year Festival Sundays – Maybe enlist members who are infrequent worshipers to help out on these Sundays.  In addition to Christmas and Easter, do not forget the first Sunday in Advent, Epiphany Sunday, Palm Sunday, All Saints Sunday, and Pentecost.  Plan for creative ways to utilize these volunteers.

8.  Use Special Video Resources – While this strategy does not increase attendance on a given Sunday, it can improve the overall quality of your worship celebration.  And that will most likely improve attendance over time.  Free resources on the internet include live performance music videos from Mercy Me (“Even If”) and Chris Tomlin (“Is He Worthy”); and many more.  Obviously, you need to be sure that showing any given video does not violate any copyright laws.  There are also short sermonettes online that could emphasize the pastor’s theme for a given Sunday.  Additional video resources that involve a reasonable fee include drama skits from “The Skitguys” at skitguys.com, and video messages available from the ministry Sermonspice at sermonspice.com.

Obviously, this is only a partial list.  And you can no doubt come up with more and better ideas for your congregation.  But remember the principal that underlies all of the above: Working on the quality of your worship celebration not just for your faithful worshipers, but in the hope of connecting with new people over time.  So why not organize that small team, involving the pastor and a few lay leaders, to strategize and plan for worship attendance growth: “One Sunday at a Time.”

Note: In the next CORE newsletter issue I will cover the theme of “How to Disciple Online Worshipers.”

Editor’s note: Congregations using music, videos, and other items downloaded from the internet should check on whether they have copyright permission for streaming them over the internet as part of worship services. CCLI and similar licenses often do not grant such permission. Read carefully in the documentation of your license to learn what you do and do not have permission to stream outside the building, or seek legal advice.

I know: The above title is too long.  But let’s not quibble.  This is too important an issue.  And many of you reading this can do something to address this ministry challenge; hopefully sooner rather than later.

Fundamentally, this is about what is passing for streamed worship services during this pandemic, and how we can do so much better.  Because here is the brutal truth: Worship life post-COVID will not be returning to the “normal” we remember before the year 2020.  Why?  Post-pandemic, in-person worship attendance will, for most congregations, be at least 25% to 40% below what they had in 2019.  Too bleak?  Well, as the saying goes, “Just wait.”  Most congregations — especially those that just launched their online, streamed worship services in 2020 — will find that many of their members have grown too comfortable with the ease and comfort of in-home worship.  And for those members who have largely avoided in-person worship since early 2020, it’s almost like they’ve left their congregational community for a one-year (or longer) deployment.  As a result, many of them will find it’s easier to stay away than it is to return to in-person congregational life and worship.

So what can be done about this?  The biggest initial challenge will be to focus on the mission opportunity that is before us.  Because improving the quality of your online worship ministry can not only retain members; it can reach new people with the Gospel.  However, before going over practical ways to improve your online worship ministry, one caveat: It will take a very intentional and on-going effort to motivate online worshipers to grow in their faith.  More on that later.

Now for practical suggestions for improving the quality of your online, streamed worship services.

Online Worship Music

The first step is to recognize the obvious: That the online worship experience is very different than pre-COVID, in-person worship.  I have watched online services from scores of different Lutheran churches over the last year.  Some have been inspiring; most have been disappointing.  My biggest disappointment has been online worship music; especially in the case of small and mid-sized congregations.  Disappointing in what way?  The lack of quality music.  This has been true in respect to both congregational hymns/songs, and performed music such as anthems and solo performances.

Part of the problem here is that with online worship I find myself becoming even more of a music critic.  With in-person worship not so much; partly because in the case of hymns and songs I am participating.  With “couch potato” worship I tend to be a passive member of an audience of one.  So if I notice the worship vocal team is struggling, or an instrument is slightly out of tune, the music becomes an unfortunate distraction.  This critical appraisal also applies to solos; whether vocal or instrumental.

The solution?  Only select the songs and hymns that can be done well.  Remember that, in the case of online worship, this is essentially a performance for your online audience.  So it needs to not only be easy enough for your musicians to do well; it also needs to be of high enough quality — both musically and lyrically — to do at all.  For some smaller congregations with a limited number of talented musicians and vocalists available, this might mean less worship music than you offer at your in-person service.  So in this case, “less is more.”

However, if you can access Christian music available from the internet for your online service, do so.  This can be an invaluable and inspirational resource.  If your congregation has the necessary technological capability to access online music videos, contact me.  I have specific videos I can recommend.

Worship Liturgies for Online Worship

Move toward a “service of the Word” more than a full musical liturgy.  Again, this is because your online worshipers are unlikely to participate in sung responses.  The one exception to this principle might be if your liturgist has a solo-quality voice.  In that case hearing the chanter sing both call and response portions of the liturgy might still be meaningful to your online worshipers.  However, the overall principle is this: Online worshipers are more likely to participate in spoken liturgical responses than those that are sung.

Sermon Message

I have found sermons, by in large, to be effective and meaningful online.  Suffice it to say that the great majority of recommendations for what constitutes quality preaching in person also apply to online messages.  My one suggestion would be this: For pastors who have the time and energy, you might want to do a video sermon that is specifically crafted for an online audience.  Especially post-COVID, the majority of your online worshipers will be very different than most of your in-person attenders.  And the biggest difference will be the contrast between those with an unchurched vs. churched background.  As an added bonus give different messages for your in-person and online service. You can encourage members to participate in both services on a weekly basis.

Communion Practice

It depends.  If your congregation is more high-church you might want to offer consecrated elements to be picked up at church in advance.  Perhaps you can even offer to deliver the elements to the homes of some members.  If your congregation is more low-church, then invite online worshipers to have the elements ready at home so they can participate during that part of the service.

Online Worship and Technology

One final and obvious challenge in regards to providing meaningful online worship is the matter of the technology involved.  There is no way to address this with detailed, specific recommendations due to the unique challenges faced by each congregation.  But one important and more general recommendation: Whether it be your video streaming or sound system, only offer what you can do well.  In other words, don’t let your creativity in worship planning get ahead of what your “systems” and tech volunteers can handle without major glitches or disruptions to the “flow” of your service.

None of the above recommendations address the significant and often overwhelming challenge of actually discipling online worshipers.  I will address that in the May issue of this newsletter.  (This article is already long enough.)  My next article will cover, in some detail, the following strategies for discipling online worshipers:

1. in-home, “micro” worship gatherings

2. small group Bible studies

3. one-to-one coaching ministries; online, by phone, or in-person

4. organizing discipleship/accountability triads

5. pastoral care and discipleship

Pastor Don Brandt

Director, Congregations in Transition ministry

pastordonbrandt@gmail.com