By Ralph Funk

Question: I have a ministry leader who is just not "making it." I can list many reasons why this person should not be leading, such as constant conflict in his area of responsibility. How do I handle this situation tactfully and remove this person?

Answer: This question boils down to the fact that this pastor knows he will have to make a change. Truthfully, some people are not able to grow along with the church. Sometimes such individuals can be the roadblock.

After bathing the issue in prayer and getting an affirmation of God's peace in your heart, implementing this decision rests on making a smooth transition-and doing it right. Communication is the key. Try this three-step process.

1. Talk with the person.

Be candid: "I'm sorry, but this just isn't working." In his (or her) heart, the leader probably already recognizes this.

Next, list your reasons for this determination. Present your thoughts in the context of love for this individual as a person. Express genuine appreciation for the work he (or she) has done to get the program where it is today.

Ask if the person sees things the same way. If so, move to the next step. If not, you will need to spend more time until you are convinced he grasps your message. If he understands but doesn't agree, move on anyway. The key is making sure he understands your position for needing to make a change.

2. Clearly communicate the terms of transition.

You have some flexibility on how to make the transition, but be sure you clearly communicate how it will be carried out.

For example, you may talk through some options, giving the person opportunity to offer input on the timing and parameters of the change. Or, you may choose to make your mind up first and simply communicate that.

I choose the first option whenever possible. I usually have some firm parameters in mind, but am flexible with the details and timing so that the other person can "buy in" to the decision.

I have found people are more salvageable as church members afterwards if they had input about the change, even one they didn't agree with.

Your decision to initiate the change is not something the other person can control; that is your decision. However, if you give people input, even if it's only about the timing, they will control at least one part of the process. That helps keep them involved in the overall ministry in the future.

3. Only after working through these first two steps should you approach others about filling the position.

Yes, your leader may just quit and leave you hanging. That is his or her choice. If the leader does this, you will have to live with that action. Still, that should not alter your strategy for dealing with this person in a biblically healthy way.

Usually, I have found that meeting with the individual can go well enough that they continue with some responsibility for a week or so. That gives me time to involve others in making the needed changes.

On other occasions, you will have to let people go immediately because of the destructive nature of them continuing. In either case, you must then approach the new possibilities and move forward. It won't be easy, but it is necessary.

Ralph Funk is a licensed church consultant with Coaching 4 Growth. He provides consulting and coaching services to churches and pastors desiring Great Commission health and growth. Contact him at coach@coaching4growth.com.