Keeping your heart strong and skills sharp. Summer 1999

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To get a sabbatical, I needed to change attitudes on three levels.

These people weren't for or against sabbaticals. They didn't have an opinion. No pastor before had ever asked for one, nor had they ever thought to offer.

Changing their attitudes was more a matter of educating than convincing. Aided by a pamphlet supplied by my district, (a copy is available at www.evansville.net/~jbeuoy/) I simply informed my board of what a sabbatical is about.

The pamphlet outlined the unique nature of a pastor's workload (six-day workweeks, no free weekends, weeknights away from family, few free holidays, etc.) and possible effects (burnout, stress on the pastor's family).

Then it listed the benefits: a grateful pastor who has renewed vision, a more grateful pastor's wife, happier pastor's children, a pastor with enhanced training, a deepened awareness of the love of the congregation for the pastor.

I didn't have to do any selling. I just let them read it and then asked if they would approve two months in the coming year. Aside from concern over details of pulpit supply, there were no objections. My request was passed unanimously.

Two lessons I learned: (1) take in the help of an outside source, e.g., this article or a similar pamphlet from your denomination, (2) make sure you give enough advance notice.

If the elder board knew little about sabbaticals, the congregation knew even less. I learned the hard way that redundancy in communication is as important as back-up systems on an airliner.

...

"I work two jobs to support my family," he said, "and no one gives me two months paid leave. Pastor Archetype never took a sabbatical. Why should Pastor Jay? I question his work ethic."

I'd have made it easier ...

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