Dismissing Leaders = Bad Idea

Sadly, in 2012 over 400 pastors and staff members in SBC churches found themselves terminated from their positions. The reasons are many, some justified (moral failure, criminal action, unethical or illegal behavior), others unjustified (bad fit, popularity, or offending a power member). Unfortunately we're surrounded by a culture of firing. We watch The Apprentice and revel in Trump's bravado when he points his finger, college football fans frustrated with their team rent airplanes arguing for dismissing a coach, and by week 9 of the NFL season 2 coaches have already been fired. 

I don't intend to write on the justified cases of dismissal, because they are an unfortunate necessity at times. My concern are the times where dismissals are used as a quick fix to a much bigger problem, a culture problem. Whether it's a business, football field, or a church, too many times dismissals are used to cover up the systematic dysfunction and abdication of responsibility. Instead, a scapegoat is sacrificed on the altar of appeasement. Let me give an example. The table below is a representation of NFL teams and the number of head coaches since 2000. Under that is the number of Super Bowl appearances made by those teams.

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See the problem? The teams that continually dismiss and replace coaches are overwhelmingly dysfunctional teams that lack the vision, direction, and purpose needed to be a winning team. I want to propose 6 reasons for churches to avoid following this strategy.

1. Churches make a significant financial, relational, and spiritual commitment when bringing in leadership. When we bring in a new leader, we're making a statement that we're willing to follow, trust, and commit to new leadership. By moving towards an attitude of dismissal, we're abandoning the trust and commitment necessary to grow under godly leadership.
2. New leadership needs to opportunity to make mistakes, learn, and adjust on every experience. All leaders are going to make mistakes, are going to make a joke that bombs or fail to show up for the important ice cream social. So rather than make rash decisions, help leadership work through those learning experiences.
3. Patience and stability are marks of overall church health. One of the strongest franchises in football is the Pittsburgh Steelers, who have had 3 head coaches in the last 50 years. Their culture is marked by patience and commitment willing to endure difficult seasons recognizing that things will turn around. If we want to demonstrate a culture of health, we need to recognize how important it is to weather the storms.
4. Disagreement or frustration are causes for redemptive dialogue. In any organization, there will be disagreement with leadership. That's ok. Disagreement is not a scary monster, it's an opportunity for redemptive dialogue--conversation that can be an opportunity to reflect the Gospel and provide a forum for understanding. 
5. Forgiveness is a more powerful message than threats. So many leaders find themselves facing an angry mob or disgruntled member who uses threat, fear, or the dreaded "people are saying" representative. Rather, forgiving mistakes and allowing for grace shows a leader they have not only the trust of the church but also the freedom to work through their calling.
6. Leaders who make an unwavering commitment and focused desire to the success of an organization deserve a chance to be heard, followed, and trusted. The best coaches, bosses, and executives are the ones who push and lead for the best of the team, above and beyond their own well-being, popularity, and individual honor. And those kinds of leaders are to be honored, followed, and trusted. This can take time, but it's important for leaders to recognize that their ability to influence and lead comes from their selfless and humble servant leadership they model.