4. Share the news as far as the staff member's influence extends. When you tell the entire congregation, it's often news out of context, especially as the church gets larger. When you share with the connected group, it makes sense relationally and honors those who are directly impacted.

For example, if your part-time children's leader is leaving, gather all the children's ministry volunteers and make the announcement there. Answer appropriate questions and express appreciation. Always stay positive, even if the leaving is a difficult one.

Your worship pastor is an example of someone you may feel compelled to announce from the platform. That makes sense. His or her influence extends to the entire congregation. My advice is to keep it brief and handle the appreciation or tough questions in a smaller gathering.

5. Always be honest, but don't give personal information. When you do gather the group in an appropriate environment, remember that you are not giving an explanation; you are giving information. Share from your heart and be honest, but never publicly communicate personal stuff.

Be sure to include the other staff members first. They carry the weight of leadership in your church, and it's important that they know early about staff transitions.

6. Generosity is always a good idea. You will never go wrong with a generous spirit. Even if the staff member who leaves makes things difficult, take the high road if at all possible. In most cases, especially when maturity is evident, staff transitions can be very positive. Be generous with gratitude. Let them know how much you appreciate them. Have a party! Celebrate the good things they accomplished!

7. Make the change slowly. You might start this process of change by not announcing the leaving of a part-time support staff member. Then perhaps a part-time ministry team member, then full-time ... you get the idea. Don't break tradition too fast, or you may be the next to go! Discuss this rationale with your key leaders before you do it. The overall purpose is to position your church for new behavior as it gets larger. (In really big churches, there would be an announcement a couple times a month—which is not what you want to do with a worship service.) The earlier you make this change, the easier people adjust to it.

Staff changes are never easy to communicate, but done correctly, your leadership and congregation will be stronger and you can focus on the real mission of the church!

Dan Reiland is executive pastor at 12Stone Church in Lawrenceville, Georgia. He previously partnered with John Maxwell for 20 years, first as executive pastor at Skyline Wesleyan Church in San Diego, then as vice president of leadership and church development at INJOY.

For the original article, visit danreiland.com.

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