- Negotiation of contract
- Honoring terms of contract
- Honoring the Book of Order or Manual on Ministry, in particular not becoming a candidate
- Bad mouthing other ministers
- Seeking to extend the interim period unduly for personal gain or convenience
- Believing compliments of those who want you to stay
- Becoming impatient with the indecisive timing of the search process
- Taking control from the lay leadership of the congregation
- Selling out “going native;” disconnecting; losing professionalism
- Insisting on having the last word; abusing authority
- Sharing personal frustration about the congregation’s decisions
- “Fixing” rather than being a “non-anxious presence;” over-functioning
- Being a “Lone Ranger,” i.e. not consulting, acting unilaterally, not communicating
- Being overly apologetic about not knowing the territory, i.e. making excuses for non-performance
- Attempting to define role of successor, influencing the search committee
- Responding to questions about candidates; getting involved in the search (also, talking with candidates ex -cathedra )
- Relying unduly on previous preaching and teaching files; not keeping current
- “Jumping ship” prematurely; leaving one interim to take another before the interim process has been completed
- Dealing with former pastors who return in a forthright and fair way
- Dealing with staff who wish to remain, i.e. being pastorally supportive but also honest in evaluation; helping them consider their future options
Presented to Connecticut Association of Interim Pastors by Thomas Hughart, Presbyterian Interim Pastor and Ethics Consultant