Interpersonal Dynamics in Team Leadership and the Tenure of Youth Pastors

Abstract

The research presented in the following pages explores interpersonal dynamics in church leadership which may adversely affect the tenure of Youth Pastors in the Methodist Church of Southern Africa (MCSA). Since 2006, eight resolutions passed by the Conference of the MCSA have noted a concern around the appointment of Youth Pastors. When Youth Pastors depart from their positions it can have an adverse effect on the young people, the Youth Pastor and the ability of the church to be faithful in youth ministry. Literature supports a long tenure for sustainable youth ministry. A sample group of ten participants was selected and interviewed. The average tenure of the sample group was calculated; compairsons were drawn between those who served for longer and shorter than the average tenure. The aim of the research was to provide information to the MCSA that might reduce the problem of disrupted Youth Pastor tenure by determining the factors contributing to departure. Both the literature review and the empirical research demonstrated that the Youth Pastor’s relationship with the minister is critical to a positive job experience. Some of the factors contributing to negative interpersonal relationships include an autocratic minister, a lack of support and a church leadership that lacks insight into youth ministry. The majority of the sample expressed a largely unmet expectation that their minister should provide them with spiritual and personal support. They commonly experienced conflict with their minister, particularly when one minister left and a new minister arrived. Most Youth Pastors who underwent negative departures cited conflict with the minister as a primary factor in their departure. However, there were others who experienced similarly difficult interpersonal dynamics, yet chose to remain in their positions. Thus, the question of why Youth Pastors leave was slowly overshadowed by a new question which seeks to understand the factors that contribute to Youth Pastors choosing to remain. The empirical research suggested that the qualities more frequently observed among long tenure participants were (1) a clearly articulated call (2) a love for the youth (3) a mentor outside the local church and (4) a sense of responsibility to fulfil a vision for the youth ministry. The theory of action to be presented to the MCSA involves a more rigorous discernment process for prospective Youth Pastors, the provision of a wider web of relationships for Youth Pastors as well as the youth themselves, mandatory mentoring for all Youth Pastors and a platform for the Youth Pastor to receive feedback.