Just over 800 words - 3 minutes
See part 1, part 2, and part 3 - in prior issues. for the whole series on sabbaticals, mini sabbaticals and legacy breaks.
In the late 1990s at Leadership Network, we had a shorthand for pastors that saw their churches grow quickly under their leadership, but the pastor seemed to be dying on the inside.
We said they hit the wall.
Some of those wall splats became faceplants, with pastors falling morally and losing their ministry.
Others found respite and restoration through wise counsel and a sabbatical season.
This was one of the reasons we started our Next Generation Leaders Groups for younger pastors in the early 2000s. We could help them find wise counsel to make solid plans.
But other leaders seemed to be hitting the wall. Would a sabbatical help?
A recent research article from Harvard Business Review caught my eye: The Transformative Power of Sabbaticals. (Purchase here)
I met one of the co-authors, Matt Bloom, a few years ago when he was presenting on the “Flourishing in Ministry” Initiative. [So he has experience with pastors]
The article outlined the recent results of a study of U.S. professionals of all types who had a sabbatical that experienced positive changes in their work and life.
Bottom line:
To prevent burnout, encourage sabbaticals. How long? Long enough to distance yourself from normal.
Too often in organizations, we experience team members who are there but not really. As someone told me once, “Pastor X retired three years ago, but he is still here!”
That did not mean they didn’t contribute to the cause, but their current contribution was much diminished. We now have a language for that – quiet quitting.
In the study – the age ranged from 20’s to 40’s and they were all professionals. It was balanced male/female as well as racially.
They found three different types of sabbaticals:
Story continues after the ad:
The weekly Senior Pastor Forum Happy Hour call has a special guest on July 12 at 4 p.m. ET – Sam Chand talking about Leadership Pain.
When I am working on development plans for potential successor pastors, this is always a massive area of growth for them.
Sam will be interviewed by my friend Guy Conn of Fox River Church that day.
1 Hour – and you get to ask questions as well.
To get an invite, request through Linda.Stanley@generis.com
And when you get ready to talk through your own succession plan – reach out directly for a free, discreet conversation about how to get ready. Dave.Travis@generis.com.
Story continues…
Working Holidays – in this case doing a passion project such as a volunteer role of significance, writing a book, or starting a company! They alternated between this new intense work and a period of rest.
Most of those returned to their former role but with a new understanding of how to make it work to fit them.
I have known many pastors that became so stressed by their typical work that they needed a new perspective by trying to do something else for a season.
Free Dives – This category included those that wanted an adventure. Usually, this involved travel to another place and had some risk component. It was the mountain climb, the backpacking trip, the jungle or the safari adventure.
Becoming an adventurer modified their identity and image in such a way as to change their sense of self and worth.
The researchers said that most of these returned to their former employer, and they sought a new position or arrangement to realize this new sense of identity.
Quests – This group “had the most dramatic transformations.” These were pushed out due to exhaustion and burnout, and this experience was granted because their current path was unsustainable.
These tended to start slower with extended time to heal. As they rested and were restored, they ventured out more and began to find new rhythms and callings at times.
I have seen this happen with some pastors, usually in staff roles. They were encouraged to take a sabbatical because they were faithful and effective leaders. It was hard when they did not return, but it was understood.
Many remained in the church finding their other calling in the community in another field. They continued to be loved and welcomed.
Some eventually returned some seasons later in part-time roles to help out.
As the authors note, there is a risk that a great team member that takes a sabbatical may not return. They found this happened most when the person was burnt to a crisp. They tended to stay if they were encouraged to take a break before then.
Finally, the authors note that these sabbaticals often allow others to develop their skills and leadership without the sabbatical taker. This allowed the organization to grow under new leadership and then recraft roles for the returnees and those who stepped in to be more suited for future service. I see this less in churches, but I hope churches can implement this effectively.
To answer a question from a previous article: Who is eligible?
I have been using the term pastor in a generic way. Most often, the sabbaticals apply to those salaried, full-time workers who carry 24/7 type roles at the church. Some of these leaders may not be pastors but directors or other managing leaders.
They do not apply to hourly or those we don’t expect to give as much time to the efforts.
Yes, that can lead to cries of unequal treatment. But leadership at a high level also has a responsibility and weight these other roles do not have to carry.
For citation:
Research: The Transformative Power of Sabbaticals: A close look at the benefits for both employees and employers by Kira Schabram, Matt Bloom, and DJ DiDonna. Published on HBR.org on February 22, 2023.