“In Search of a Leader” is a book by Robert W. Dingman that was recommended recently to the SBTC Minister-Church Relations office as a resource for churches seeking a pastor. Upon reading it, I do not recommend it. Dingman states the book is a “practical handbook” providing “valuable guidance” to churches, educational institutions, parachurch organizations, and professional search personnel.

Dingman fails to achieve that objective.

Overall, the book is unhelpful for search committees and is inconsistent in its assertions with the doctrinal position of the SBTC and the Southern Baptist Convention.

To be fair, despite its conspicuous weak points, it covers the following topics well:

The importance of keeping the church informed on the progress of the search;

The family, and job description, but leaves out what is the most important factor for the success of a search committee.

Furthermore, two items that are alarmingly absent are the importance of checking the Constitution and Bylaws of the church, and conducting background checks. Dingman does mention a charter (page 47), but his mention of it concerns the ground rules the committee sets for itself and records in its minutes.
Moreover, the omission of conducting background checks is perplexing. It would seem that someone who has worked with search committees for 25 years (as he indicates he has) would understand the importance of conducting background checks.

Finally, the book neglects to point out the crucial function of the search committee in helping the new pastor establish himself in his new position and community.

In addition to some of the book’s obvious deficiencies, there are other areas with which I strongly disagree.

Dingman asserts that ideally, there would be no interim period after a pastor leaves. This is hardly ever the case. The role of interim pastor is critical for allowing the congregation to heal from the loss of its former pastor and prepare for the arrival of the next.

In dealing with divorce, infidelity, other sexual sins or integrity issues, Dingman seems to fundamentally confuse forgiveness with the privilege of pastoral ministry and fails to adequately deal with the consequences of such sin.

The author advocates many reasons for termination. His list appears both careless and callous and does not allow for communication, reconciliation, training, or mediation.

Dingman doesn’t believe God will lead a search committee to one and only one candidate, and seems to suggest that he doesn’t even think God should.

Some stereotypical generalizations in the book?evangelists can’t be effective pastors, great communicators can’t be good administrators, 65-year-olds cannot be founding pastors?seem simplistic and restricting.

Dingman has a very low, pessimistic view of employees or leaders in Christian organizations.

He is open to women as pastors or co-pastors, (suggesting that excluding them is discrimination), and is, at best, unclear on his opinion as to whether committees should consider homosexual candidates.

He tries to make the book generic for all denominations and Christian organizations, which generally renders it of less value for all.

And most flagrant, Dingman believes that the only real reason for praying as a search committee is that by prayer, “they are more likely to be building the needed trust and basis for cooperation.” He states that prayer “should precede and conclude the meetings. An appropriate prayer that ends a bruising committee meeting can go a long way toward restoring a spirit of cooperation.” He does not believe that by praying, God will lead a committee to the candidate he desires for them. Prayer is reduced to a good luck charm.
There are many helpful resources that pastor search committees can use to aid them in their role. LifeWay’s “Pastor Search Committee Handbook” is an invaluable tool that no search committee should be without. The appendixes in this book are the most valuable I have seen in any work. The SBTC has also produced a booklet, “The Pastor Search Handbook.” Many churches across the state and country have used this resource, now in its third edition.he importance of an ethical search committee or “team”;

The importance of realistic expectations placed by a committee on a candidate;

The necessity of holiness on the part of the minister.

Also, there were some helpful suggestions on how to find resumes, questions for the candidate and the
church to consider, interviewing and follow-up etiquette, and helpful appendixes.

But, as stated, the book’s weak points are conspicuous.

First, Dingman is anemic on his covering the visionary influence of a pastor. He sees the “board” as the custodians of the church’s vision; the role of the pastor is to “energize it.”

Second, the book inadequately covers the important process of narrowing a large stack of resumes to a more manageable number (only three brief paragraphs are given to this topic). In this same section on narrowing the list of potential candidates, Dingman never mentions the role of prayer. He lists credentials, money, background, skills, education, family, and job description, but leaves out what is the most important factor for the success of a search committee.

Furthermore, two items that are alarmingly absent are the importance of checking the Constitution and Bylaws of the church, and conducting background checks. Dingman does mention a charter (page 47), but his mention of it concerns the ground rules the committee sets for itself and records in its minutes.

Moreover, the omission of conducting background checks is perplexing. It would seem that someone who has worked with search committees for 25 years (as he indicates he has) would understand the importance of conducting background checks.

Finally, the book neglects to point out the crucial function of the search committee in helping the new pastor establish himself in his new position and community.

In addition to some of the book’s obvious deficiencies, there are other areas with which I strongly disagree.