But for those of you whose church does not already support a paid sabbatical for pastors in ministry, my senior pastor friend who recently returned from a 3 month sabbatical (first for him ever) had some words of advice for proposing a sabbatical to your church.

1. Research is Key

My senior pastor friend had the advantage of living in a very academic community, so the idea of sabbaticals was not foreign to many in his congregation. His church however had never supported them before, so he still needed to provide them with convincing arguments (outside of his own) for the value of sabbaticals. Any article, especially from newspapers or Christian magazines (Leadership Journal for example) that lay the case for pastors taking time off from the ministry to recharge is very important to supply your elder board with. Check out writings by H.B. London on sabbaticals and even look at a recent article in the New York Times (Taking a Break From the Lord’s Work http://www.nytimes.com/2010/08/02/nyregion/02burnout.html?_r=1)

2. Communicate Your Desire to Stay Long Term

Truth is, no one wants to give you 3 months paid leave if you’re just going to hit the road after you get back. You need to both have put in multiple years at your current church AND intend to stay at your church for years to come. My friend clearly communicated his desire to stay at his current church until he retired. The more your elder board and church knows you are committed to them, the more committed to helping you they’ll be. Within this, you also need to clearly communicate the long term effects of what constant work in the ministry can do to a person. Facilitating funerals, weddings, late night calls and conversations, time away from family, and tons of personal stress can tear you down. Time to refuel will sustain you for the long term.

3. Present Your Plan and Get Help

Your church needs to know you are taking this very seriously, so you need to clearly present your plan and do it several years in advance. No big decision happens quickly in a church, so know that one, two, or even five years is not a long time to wait. Expect to wait a little for your sabbatical to happen, which means you should start planning it NOW. Also, get  together a small team of about four people who can help you plan a sabbatical that will fulfill you personally and within ministry. The more you surround yourself with people you and the church trusts, the better your chances of getting your sabbatical approved.

That’s it for now. Tomorrow I’ll write a little more about specific approaches to the plan for your sabbatical.

Yet, as I talked this past weekend with my senior pastor friend, it saddened me to hear that not everyone was supportive of his taking time off. Even though he got a grant from the Lily Endowment, which paid for his trips and paid for an interim pastor to take his preaching duties, many were still against his sabbatical. He told me how one board member had so adamantly opposed his sabbatical that he left the church because of it.

So sad. People don’t fully understand the amount of time, energy, sacrifice, and heart pastoral staff put into their ministries and people. They need extended time to unplug from work, silence themselves before God, soaking up his wisdom and grace. And we, as members of the church body need our pastoral staff to have sabbaticals because they come back fully charged and ready to do better ministry than they did before.

If you’re looking to go on a sabbatical, next year or five years from now, check out the Lily Endowment. This amazing group gives away about 120 grants every year to pastors going on sabbatical, to the amount of $45,000. You need to write an application, but they walk you through what a good one looks like. It’s worth it though.

1. Balance content and experience

Too often we make the mistake of trying to cram a TON of content into our trainings (that’s what happened this past weekend) and we simply overwhelm those we are training. For some reason we think the real value is solely in the content, but that’s just not true. With the variety of learning modes out there, we need to present content in multiple formats (auditory, visual, and experiential) or we will lose many we are trying to train. Plus, just like when planning sermons, people only retain a small amount of the information they hear anyways, so why not get creative and develop new, innovative ways of delivering your content so they internalize it. Less is more my boss always says.

2. Allow time to process and share

Speaking of internalizing, there was almost no time this past weekend for us to think through what we were receiving for training. There was only one pair and share, but only for five minutes (we needed way more for the subject matter). We also needed just time to internalize what we were learning and how to apply it for our own groups, or at least more discussion with others to help us apply the training.

3. Question asking is key

Even though the trainer told us all at the beginning he welcomed questions, not once did he ask us if we had any questions. I had to interrupt him a couple times to ask a question. People need to be invited to ask questions, for they won’t all interrupt to do it. And especially if we are teaching a complex subject. Plus, as trainers, we also have to ask the participants questions. The trainer this weekend didn’t ask us any questions about our own ministries, which could have been so helpful for applying the training.

Download a free copy of Student Leaders are Church Leaders at http://leadertreks.org/studentleaders-churchleaders.html

1. Good fit
Make sure you can articulate how each event and program fits into the purpose statement.

2. Only make one change per year
I see many youth ministries start over and try and change everything in one year. Be careful, I think you can only change one or maybe two things a year. It takes your adults, parents, and students time to accept and absorb change.

3. Over communicate
Most youth workers don’t get this, but you have to say things 7 times before people get it and 27 times before they accept it. Help your adults and students get the purpose of your ministry by repeating yourself until it makes you sick and you can’t stand to say it one more time…then they might be getting it.

First, they have upward mentors that serve as wise, trusted counselors.  These individuals tend to be older, experienced leaders who have already been where emerging leaders have yet to go.

Second, successful leaders are themselves downward mentors to younger, less experienced leaders called protégés.  This mentoring relationship helps successful leaders become leaders of leaders.

Finally, and perhaps most importantly, successful leaders have peer mentors.  The Bible explains this relationship clearly and concisely in Ecclesiastes 4:9-10 (NLT). “Two people are better off than one, for they can help each other succeed.  If one person falls, the other can reach out and help. But someone who falls alone is in real trouble.”