In 1994, the M.J. Murdock Charitable Trust commissioned a review of the graduate theological education in the Pacific Northwest. The group focused on the role of the pastor in the local church and the seminary preparing pastors for their role. The results of the 1994 study showed that graduates of seminaries are being confronted with congregational needs for leadership for which they are unprepared. Statistical reports regarding senior pastors of mainline churches are alarming: research shows that many pastors feel unprepared for the leadership role of the local church. Research provided by the Barna Group (1993) shows that ministers are among the most frustrated occupational groups in America. Perhaps, this is why the average tenure of a senior pastor is only four years. The major reason for leaving a church is a feeling of failure by not adequately leading the congregation. The church can not make progress in a changing and diverse culture when the leaders of the local body admit they are not proficient in the areas of leadership and management. Yet, “nine out of 10 pastors of mainline churches (88%) have attended a seminary… and are among the most highly educated professionals in the nation” (Barna, 1993, p.35). Where is the problem? Is it with the individuals who are leading the local congregation or is the problem with the training institute, the seminary? According to Barna (1993), “The evidence is compelling that many seminaries are not preparing men and women for the job that the typical church expects them to perform” (p. 26). Those graduates of seminaries are also the senior pastors of mainline denominational churches.

Believing strongly that this problem also exists in California, the authors sought to develop an instrument that would determine whether or not this was true. The main purpose of this study was to determine whether or not the senior pastor is able to fulfill the required pulpit and leadership role in the “mainline denominational church” as a result of the training received at the seminary. A secondary purpose of this study was to examine the perception of the senior pastor toward the education that the theological institution provided for their leadership role in the local church. Finally, this study was used to determine whether or not a gap exists between the perceived needs of the senior pastor and the education received from the graduate theological institution.

Of considerable concern are the statistical reports regarding senior pastors of mainline churches. Many, by their own admission, feel unprepared for the leadership role of the church. While they are among the most highly educated professionals in America, they are one of the most frustrated occupational groups. Among reasons cited for poor leadership in the local church is the seminaries’ failure to resolutely identify, recruit, and develop qualified leaders for congregational settings, instead deploying educators and preachers. This paper seeks to determine whether or not the senior pastor is able to fulfill the required pulpit and leadership role in the local mainline denominational church as a result of the training received at the seminary.

In order to determine whether or not the senior pastor was able to fulfill the required role, a questionnaire-survey (Appendix A), was developed and was utilized to gather data. The instrument was designed for quick and easy completion to encourage response and expedite completion and return. The questionnaire-survey was composed of 30 close-ended items with ordered response choices established in the conceptual framework of the Likert scale (McMillan and Schumacher, 1993, p. 244-245). The questionnaire-survey included one close-ended question that helped establish if further education was sought to fulfill the role of senior pastor. Three open-ended statements were included for participants to give their opinion regarding the education they received from the seminary they attended.

Content validity and reliability were established to ensure the trustworthiness of the instrument. Experts in the field of religious education were given the questionnaire-survey to determine the content validity of the instrument. They were asked to critique each item in the survey instrument for clarity and relevance to the study’s research objectives. The reviewers were asked to match each survey item with Research Objectives 1 and 2. A consensus of four of five was necessary to confirm the assignment of survey items to research objectives. The form used in the validation process is in Appendix B.

A pilot study was conducted to establish reliability and usability of the instrument. Participants of the pilot study were similar to the full population being surveyed. Twenty- four surveys were sent out and twelve were received back. Following Isaac and Michael’s (1995) pre-testing recommendations, the returned instruments were examined for trouble signs, misinterpretations, and ambiguities. Information gathered from the pretest was analyzed, and any necessary additions, deletions or modifications were made.

Data collected from the questionnaire-survey were entered into a personal computer database using StatView, a statistical package. A coded score from the Likert-scale was computed for each close-ended item on the survey. The open-ended questions were evaluated and categorized into general categories that represent the perceptions and shared beliefs of the respondents.

The population for this study consisted of senior pastors of mainline denominational churches in California. One thousand questionnaire-survey packets were sent out on January 9, 1998. The packets included a letter of explanation, the questionnaire-survey, and a self-addressed stamped envelope. On January 19, 1998, 1,000 follow-up postcards were sent out. The total number accepting the invitation to participate in the study was 400.

The data collected from 400 participants were analyzed to address each research objective. Descriptive measures were used to report frequency and percentage distributions. Tables and charts were also developed to answer research objectives 1 and 2. A non-parametric approach was utilized to analyze the data to answer research objective 3.

The findings indicated the following: (a) The 15 skills presented in this study are essential for the senior pastor to fulfill the required leadership role in the contemporary church. (b) Seminary education did not adequately prepare the senior pastor with the essential skills necessary for their leadership role. (c) There is a gap between the perceived needs of the pastor and the perceptions regarding seminary training in 7 of the 15 skills presented in this study. Among the seven skills identified were: staff building, financial planning, time management, administrative skills, conflict resolution, congregational development, and vision development. (d) Another 4 of the 15 skills (decision making, problem solving, leadership #1, and leadership #2) did not indicate a high percentage either way. (e) There may not be a gap between the perceived needs of the senior pastor and the perception of the pastor regarding seminary training in 4 of the 15 skills. The four skills include counseling, communication, social trends, and interpersonal skills.

Determine the perceived needs of the senior pastor in the local contemporary church.

Tables 1 and 2 and figures 1 and 2 are examples of the data collected from questionnaire-survey items 1.2 and 6.0 in response to research objective 1.

 

Leadership Skills-1.2

Table 1

Frequency and Percentage Distributions for Item 1.2.

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              (1)                     (2)                      (3)                    (4)                    (5)

Strongly           Agree               Neither                         Disagree           Strongly          TOTAL

Agree                                       Agree Nor                                Disagree

n           282                   108                     10                     0                      0                400

 

The information collected from Table 1 is illustrated in Figure 1.