The process was well marketed and we were provided ample information to help explain the steps to the congregation. The book that accompanied the information was very valuable and I referred to it often during the process. As the search team leader I was able to improve team involvement and maintain consistent progress through the steps with help from the book.
I believe the over all design of the process is laid out very well from start to finish. We tried to follow it as best we could, but our timing was very tight due to circumstances beyond our control. Our ability to stream line the process to fit our needs proved very challenging, but in the end everything worked out very well.
I have already had the opportunity to recommend your services to another congregation and hope you all the best in the future.
Minister Match
410 South Lowe Avenue
Cookeville, TN 38501
Your congregation has just hired a minister, and it seems like they are the perfect fit. Congratulations! There is one more step to the process, though, and it is just as important as the process of finding the right minister. You might have heard people refer to how the “first hundred days” of someone’s job usually sets the tone for their entire career with that organization. The same is true with ministers. Just as your congregation is going through a major transition, so is your new minister. The first few months of a job are a stressful time, and it is the job of the elders and search committee to help your new minister through their transition.
We refer to this as the “On-Boarding Stage.” Since the “first hundred days” is so important to the rest of a minister’s career with your congregation, we believe this stage is one of the keys to reducing minister turnover in the church. In this post, we want to talk about a few of the things that a new minister needs from their congregation during this transition period. We will refer to them as the ABC’s of the On-Boarding Phase.