Create a proposed plan wherein a church has two co-pastors. There are 3 services per week: Sunday morning worship, Sunday evening worship, and a Wednesday night Bible Study. Such services should be alternated wherein each pastor has equitable opportunities.
Implementing a co-pastor model requires a delicate balance of visibility, rhythm, and shared vision. Since there are an odd number of services per week (3), a bi-weekly rotation is the most effective way to ensure that both pastors have equal access to the "flagship" Sunday morning service while maintaining a consistent presence.
Below is a proposed plan designed for equity, continuity, and pastoral health.
1. The Bi-Weekly Service Rotation
This schedule ensures that over a 14-day period, each pastor leads every type of service exactly once.
| Week | Sunday Morning (10 AM) | Sunday Evening (6 PM) | Wednesday Bible Study |
| Week A | Pastor 1 | Pastor 2 | Pastor 1 |
| Week B | Pastor 2 | Pastor 1 | Pastor 2 |
Why this works:
Equitable Exposure: Both pastors are seen by the "Sunday Morning only" crowd every other week.
Variety: It prevents one pastor from becoming "The Sunday Morning Pastor" and the other "The Mid-week Teacher."
Preparation Rhythm: The pastor preaching twice in a week (SM and WN) has the following week to focus more on administrative duties, visitations, or deep study.
2. Integrated Teaching Strategy
To avoid a disjointed experience for the congregation, the co-pastors should coordinate their teaching tracks:
Sunday Morning (Thematic Unity): Both pastors should preach through the same book of the Bible or the same topical series. This ensures the "voice" of the church remains unified even if the speaker changes.
Sunday Evening (The "Laboratory"): This service can be used for more conversational teaching, Q&A, or specialized series (e.g., Church History, Christian Ethics) where the pastors might have different areas of expertise.
Wednesday Night (Deep Dive): Often a different crowd than Sundays. This is an excellent time for verse-by-verse exposition that continues regardless of who is standing at the lectern.
3. Division of Non-Pulpit Responsibilities
Equity in the pulpit is only half the battle. To ensure the co-pastor model flourishes, "behind-the-scenes" labor should be divided by function or department:
Pastor 1 Focus Areas:
Administration & Budgeting
Worship Arts & Media
Outreach/Missions
Pastor 2 Focus Areas:
Pastoral Care & Counseling
Children/Youth Ministry
Small Groups/Discipleship
Note: While they share the pulpit equally, dividing these "operational" roles prevents things from falling through the cracks.
4. Continuity & Coordination Guidelines
To make this "seamless" for the congregation, the following protocols are recommended:
The "Joint Hand-off": On Sundays when the Morning and Evening preachers are different, the morning pastor should briefly "hand off" to the evening pastor during announcements to show public support.
Monday Sync-Up: A mandatory 90-minute meeting every Monday to review the previous Sunday and align on the upcoming Wednesday and Sunday messages.
Emergency Coverage: If Pastor 1 is sick during their "Week A," Pastor 2 steps in, and they swap a future week to maintain the annual balance of services.
5. Success Metrics for the Plan
Congregational Feedback: Does the church feel they have "one" leadership team or "two" competing pastors?
Burnout Check: Does the "Two-Service Week" feel sustainable for each person?
Series Flow: Is there a logical progression in the Sunday morning teaching despite the alternating speakers?
Would you like me to develop a sample 4-week sermon series outline that demonstrates how two pastors can split a single book of the Bible?
To demonstrate how a co-pastor model functions in practice, let’s use the Book of James. James is ideal for this because it is highly practical, thematic, and contains distinct sections that allow for different preaching styles while maintaining a single cohesive message.
Series Title: "Faith in Action: A Study of the Book of James"
Objective: To move from a theoretical faith to a lived-out devotion.
4-Week Sermon & Study Schedule
| Week | Sunday Morning (Main Theme) | Sunday Evening (Practical Lab) | Wednesday Night (Deep Dive) |
| 1 | Pastor 1: Trials and Maturity (James 1:1-18) | Pastor 2: The Anatomy of Temptation (Discussion/Q&A) | Pastor 1: James 1:19-27 (Hearing vs. Doing) |
| 2 | Pastor 2: Faith Without Favorites (James 2:1-13) | Pastor 1: The Law of Liberty (Case Studies) | Pastor 2: James 2:14-26 (Faith & Works) |
| 3 | Pastor 1: The Power of the Tongue (James 3:1-12) | Pastor 2: Wisdom From Above (Self-Assessment) | Pastor 1: James 3:13-18, 4:1-10 (Worldly vs. Godly) |
| 4 | Pastor 2: The Danger of Wealth (James 4:13-5:6) | Pastor 1: Patience in Suffering (Prayer/Healing Service) | Pastor 2: James 5:7-20 (The Prayer of Faith) |
Strategic Coordination Notes
1. The Sunday Morning "Anchor"
The Sunday Morning message sets the theological tone for the entire week.
Pastor 1 (Weeks 1 & 3): Focuses on the "Big Idea" (e.g., Why God allows trials; The ethics of our speech).
Pastor 2 (Weeks 2 & 4): Focuses on the "Social Gospel" (e.g., Prejudice in the church; The stewardship of money).
Benefit: The congregation experiences two different perspectives on the same book, keeping the series fresh.
2. The Sunday Evening "Application"
Since the Evening service often allows for more interaction, the pastor who did not preach in the morning takes the lead.
If Pastor 1 preached on "Trials" in the morning, Pastor 2 leads an evening session on the "Anatomy of Temptation."
This allows the co-pastors to publicly support one another's teaching. Pastor 2 can reference Pastor 1’s morning points: "As Pastor 1 mentioned this morning, trials test us, but tonight we look at how temptation traps us..."
3. The Wednesday Night "Exegesis"
Wednesday is the "bridge." The pastor leading the week (Pastor 1 in Week A, Pastor 2 in Week B) handles the verse-by-verse breakdown.
This ensures that by the end of the 4 weeks, both pastors have taught exactly 50% of the verses in the book.
Consistency Tip: Use a shared digital folder (like Google Drive) where both pastors upload their "Exegetical Notes." This prevents one pastor from interpreting a Greek word differently than the other did the previous Sunday.
Tips for a Seamless Hand-off
The "One Voice" Rule:
Even though there are two speakers, there is one series. Use a unified graphic package for slides and bulletins. When Pastor 2 is in the pulpit, they should use the same visual branding Pastor 1 used. This subconsciously signals to the congregation that the leadership is "one."
Would you like me to draft a sample "Congregational Letter" explaining this new co-pastor rotation to the church members?
This letter is designed to be transparent and encouraging, addressing the "how" and "why" of the new rotation while reinforcing the unity of the leadership.
Subject: A New Season of Shared Leadership at [Church Name]
Dear [Church Name] Family,
We are writing to you today with great joy and a shared vision for the future of our congregation. As we continue to grow and seek new ways to serve God’s kingdom, our leadership team has spent significant time in prayer and planning regarding our pastoral structure.
To better serve this community and steward the gifts God has given us, we are officially transitioning to a Co-Pastor Shared Leadership Model. ### Why a Co-Pastor Model?
We believe that "two are better than one" (Ecclesiastes 4:9). By sharing the responsibilities of the pulpit and the oversight of our ministries, we ensure that:
The Word is Taught with Diversity: You will benefit from two different voices, styles, and perspectives, all anchored in the same biblical truth.
Pastoral Care is Strengthened: Shared leadership allows us to be more present for visitations, counseling, and community outreach.
Leadership is Sustainable: This model prevents burnout and ensures that your pastors remain healthy and energized for the long haul.
Our New Service Rhythm
Starting on [Insert Date], we will move to a bi-weekly rotation for our three weekly services. Our goal is to ensure that both of us have the opportunity to lead and connect with every member of our church family, regardless of which service you attend.
The Rotation Schedule:
| Week | Sunday Morning (10 AM) | Sunday Evening (6 PM) | Wednesday Bible Study |
| Week A | Pastor [Name 1] | Pastor [Name 2] | Pastor [Name 1] |
| Week B | Pastor [Name 2] | Pastor [Name 1] | Pastor [Name 2] |
While one of us may be the primary speaker for a specific service, please know that we are both fully committed to every service and will often be present even when we aren't behind the pulpit.
One Vision, One Message
We want to assure you that while the speaker may change, the message will remain unified. We are committed to teaching through the same books of the Bible and moving together through unified sermon series. We meet weekly to pray, study, and align our hearts so that [Church Name] moves forward with one voice.
What Stays the Same?
Our mission to [Insert Church Mission Statement, e.g., "Love God and Serve Others"] remains our North Star. Our doors are always open, and our love for this congregation is stronger than ever.
We invite you to join us in prayer as we begin this new chapter. We are excited to see how God will use this partnership to sharpen us as leaders and bless you as a congregation.
"So neither he who plants nor he who waters is anything, but only God who gives the growth. He who plants and he who waters are one..." — 1 Corinthians 3:7-8
In Christ,
Pastor [Name 1] & Pastor [Name 2]
Would you like me to create a "Frequently Asked Questions" (FAQ) sheet to accompany this letter to help address common congregational concerns?
This FAQ sheet is designed to proactively address the natural questions that arise during a leadership transition. It serves to provide clarity, reduce anxiety, and reinforce the "team" aspect of the co-pastoral model.
Frequently Asked Questions: Our Co-Pastor Model
The "Why" Behind the Change
1. Is there still a “Lead Pastor”?
No. In this model, both pastors hold equal authority and responsibility for the spiritual health and direction of the church. They function as a "plurality of leadership," modeled after the New Testament pattern of elders serving together. Think of them as two captains on the same ship, working in total synchronization.
2. Is one pastor leaving or stepping back?
Not at all! This change is about sustainability and growth, not an exit strategy. By sharing the load, both pastors can devote more time to deep study, one-on-one discipleship, and community engagement without the burnout that often accompanies a 3-service weekly schedule.
Pastoral Care & Emergencies
3. Who do I call if I have an emergency or need a hospital visit?
You may reach out to either pastor. While they have divided certain administrative duties (e.g., Pastor A oversees Missions, Pastor B oversees Youth), they are both your pastors. In the event of a crisis, the pastor "on call" for that week will typically respond, but they constantly communicate to ensure no one is overlooked.
4. Who will perform weddings or funerals?
This is entirely up to the family! You are welcome to request either pastor or, in many cases, both may participate together. Our co-pastors view these moments as a "team effort" to support our church family.
The Sunday & Wednesday Experience
5. Why are they alternating services?
We want the entire congregation to have a relationship with both pastors. If Pastor 1 always did Sunday mornings and Pastor 2 always did Wednesday nights, the church would eventually split into two different "congregations." This rotation ensures that everyone receives the benefit of both men’s gifts.
6. What if I miss a Sunday? Will I get "lost" in the sermon series?
No. Our pastors coordinate their teaching very closely. They use a shared outline and study the same texts together. If you hear Pastor 1 on Week A and Pastor 2 on Week B, you are receiving two chapters of the same book, not two different stories.
7. Will I still see the "off-duty" pastor at service?
Usually, yes! On a Sunday when Pastor 1 is preaching, Pastor 2 will often be in the congregation, leading a prayer, or greeting folks at the door. They are a team, and they love worshipping with you even when they aren't the ones behind the pulpit.
Theology & Vision
8. What happens if the two pastors disagree?
Healthy disagreement is a part of any strong partnership. Our co-pastors meet weekly to pray and discuss the direction of the church. They are committed to a "unified front"—meaning they resolve differences privately and only bring a unified vision to the congregation.
9. Will the style of the services change?
The "heart" of our worship remains the same. While each pastor has a unique personality and "voice," the liturgy, music, and core values of [Church Name] remain anchored in our shared mission.
A Final Note: > This model is built on trust—our trust in God, our trust in one another as pastors, and our trust in you as a congregation. We are excited to walk this path together!
Would you like me to create a "Leadership Covenant" that the two pastors can sign to formalize how they will handle disagreements and share the pulpit?
This Leadership Covenant is a foundational document designed to protect the relationship between the co-pastors and the unity of the church. It moves beyond a simple job description and into the realm of a mutual promise.
Co-Pastor Leadership Covenant
Between Pastor [Name] and Pastor [Name]
I. Preamble
We, the Co-Pastors of [Church Name], believe that God has called us to lead this congregation as a unified team. We enter into this covenant not out of necessity, but out of a shared conviction that our combined gifts better serve the Body of Christ. We commit to the following principles to ensure a healthy, sustainable, and Christ-centered partnership.
II. The Shared Pulpit
We recognize that the pulpit is a sacred trust. To ensure equitable opportunity and a unified voice, we agree:
The Bi-Weekly Rhythm: We will adhere to the agreed-upon rotation (Weeks A and B) to ensure both pastors have equal exposure to the Sunday Morning, Sunday Evening, and Wednesday Night services.
Collaborative Planning: We will meet once a week (Monday Sync-up) to coordinate sermon themes, ensuring that our series are cohesive and the congregation hears a "single story" throughout the week.
Public Affirmation: When one pastor is preaching, the other (if present) will actively listen, support, and publicly affirm the message, signaling to the congregation that we stand together on the Word.
III. Communication & Conflict
We acknowledge that disagreement is inevitable but division is a choice. We commit to:
The "Private Table" Rule: All disagreements, whether theological, administrative, or personal, will be handled privately between us. We will never voice a disagreement with the other pastor to a staff member or congregant.
Direct Resolution: We will follow the spirit of Matthew 18. If a tension arises, we will address it within 24 hours rather than letting it fester.
The Unified Front: Once a decision is made—even if it was not our personal preference—we will both represent that decision to the church as "our" decision. We will not use "I" vs. "He" language in matters of leadership.
IV. Guarding Against Triangulation
"Triangulation" occurs when a congregant tries to play one pastor against the other. We agree to:
Redirecting Feedback: If a member approaches Pastor A with a complaint about Pastor B, Pastor A will immediately redirect that member to speak directly with Pastor B.
Full Disclosure: We will inform each other if a member attempts to create division between us. We will not keep "secrets" from one another regarding church business or congregational feedback.
V. Mutual Support & Sabbath
We are one another’s greatest advocates. We commit to:
Protecting Rest: We will honor each other’s days off. On Pastor A’s Sabbath, Pastor B will handle all non-emergency calls and tasks, and vice versa.
Developing Gifts: We will actively look for ways to highlight the other's strengths. If Pastor A is a gifted counselor and Pastor B is a gifted administrator, we will point the congregation toward the other's expertise without feeling "lesser than."
VI. Review & Renewal
We agree to a formal "Check-in" every six months to evaluate the health of our partnership and the effectiveness of the service rotation. This covenant is a living document and may be adjusted as the needs of [Church Name] evolve.
Signatures
"Behold, how good and pleasant it is when brothers dwell in unity!" — Psalm 133:1
Pastor [Name 1] Date: __________
Pastor [Name 2] Date: __________
Would you like me to create a "Division of Labor" worksheet to help these two pastors decide who handles specific administrative tasks like the budget, youth, or building maintenance?
This worksheet is designed to move the co-pastors from the theoretical "sharing everything" to the practical "owning specific results." In a healthy co-pastorate, while the authority is equal, the assignments should be distinct to avoid confusion among staff and volunteers.
Co-Pastor Division of Labor Worksheet
Instructions: Sit down together with this list. Place an "X" under the pastor who will be the Primary Point of Contact for that area. The other pastor remains the "Secondary/Support" but does not manage the day-to-day of that department.
1. Operational & Administrative Oversight
Who ensures the "business" of the church is running?
| Task / Department | Pastor 1 | Pastor 2 | Notes (e.g., Committee Meetings) |
| Finance & Budgeting | Working with the Treasurer/Finance Team | ||
| Building & Maintenance | Liaison for repairs, landscaping, security | ||
| Office Staff/Admin | Direct supervision of secretary/clerks | ||
| Legal & Insurance | Compliance, incorporation, policy reviews | ||
| Technology & IT | Software, church database, internet/phones |
2. Strategic Ministry Oversight
Who guides the vision and the volunteers for specific programs?
| Task / Department | Pastor 1 | Pastor 2 | Notes |
| Children & Youth | Teacher training, curriculum choice | ||
| Worship & Media | Music team, soundboard, livestream | ||
| Small Groups/SS | Curriculum, leader recruitment | ||
| Outreach & Missions | Local food bank, global missions, evangelism | ||
| Special Events | VBS, Revivals, Christmas/Easter programs |
3. Pastoral Care & Communication
How do you split the "shepherding" and the "public voice"?
| Task / Department | Pastor 1 | Pastor 2 | Notes |
| Counseling Intake | Who takes the first call for counseling? | ||
| Hospital/Home Visits | Shared, but who manages the list? | ||
| Social Media/Web | Approving posts, updating the website | ||
| Newsletter/Bulletin | Final proofing of weekly communications | ||
| New Member Assimilation | Tracking visitors and follow-up |
The "Final Say" Matrix
To avoid "analysis paralysis," decide now who has the tie-breaking vote in specific categories. Even in an equal partnership, having a designated "lead" for a specific decision-making category prevents stalemates.
Category A: Financial/Facility Decisions
Lead Decision Maker: [Pastor Name]
Role of other Pastor: Consultant (Must be informed, but defers to Lead)
Category B: Ministry/Programmatic Decisions
Lead Decision Maker: [Pastor Name]
Role of other Pastor: Consultant (Must be informed, but defers to Lead)
Three Rules for the Worksheet
"Don't Cross the Streams": If Pastor 2 is the Lead for Building Maintenance, Pastor 1 should not give orders to the janitor. Pastor 1 must funnel all requests through Pastor 2.
The 80/20 Rule: You should each spend about 80% of your admin time in your assigned zones and only 20% helping with the other's zone.
Annual Re-assignment: Every 12 months, review this list. If one pastor is feeling "over-weighted" in admin, swap a few categories to keep the workload equitable.
Would you like me to draft a "First 90 Days" Checklist for the co-pastors to ensure the transition from a single-pastor model to this shared model goes smoothly?
The first 90 days are the most critical period for a co-pastorate. During this time, the congregation is watching to see if the partnership is truly unified or if it is a "house divided."
This checklist focuses on clarity, visibility, and habit-building.
Phase 1: Days 1–30 (The Alignment Phase)
Focus: Establishing the "Internal Engine" before going public.
[ ] Official Covenant Signing: Review and sign the "Leadership Covenant" privately.
[ ] Division of Labor Audit: Finalize the "Division of Labor" worksheet and present it to the Board/Deacons so lay leadership knows who to call for what.
[ ] The "Monday Morning Sync": Establish the non-negotiable weekly 90-minute meeting to align on the upcoming Sunday/Wednesday teaching and administrative tasks.
[ ] Joint Staff Meeting: Hold a meeting with all staff/key volunteers to explain the rotation. Explicitly forbid "pastor-shopping" (going to the pastor most likely to say 'yes').
[ ] Digital Integration: Set up a shared calendar and a shared "Sermon Brain" folder (Google Drive or similar) to store research and series outlines.
Phase 2: Days 31–60 (The Implementation Phase)
Focus: Managing the "Public Hand-off" and establishing the rhythm.
[ ] The First Series Launch: Kick off the first joint sermon series (e.g., the 4-week study on James).
[ ] The "Hand-off" Ritual: For the first four Sundays, make sure both pastors are on stage during the welcome or announcements, even if one isn't preaching. This visually reinforces the team.
[ ] Congregational FAQ Distribution: Send out the FAQ sheet via email and have physical copies available in the lobby.
[ ] Initial "Triangulation" Check: Discuss any instances where members tried to play the pastors against each other. Ensure the "Redirecting Feedback" rule was followed correctly.
[ ] Social Media Presence: Update the church website and social media profiles to feature both pastors equally.
Phase 3: Days 61–90 (The Refinement Phase)
Focus: Assessing the workload and gathering feedback.
[ ] Review the "Bi-Weekly Rhythm": After two full rotations, discuss: Is the 2-service week too heavy? Is the 1-service week productive for admin?
[ ] Lay Leadership Pulse Check: Meet with the Deacons/Elders/Board to ask: "What is the congregation saying? Is there confusion about who to contact?"
[ ] Pastoral Marriage Check-in: (Optional but vital) The co-pastors’ spouses meet or the pastors check in with their families. Does the new schedule improve or hinder home life?
[ ] Teaching Style Calibration: Listen to each other’s recordings. Are you using similar terminology? Are you accidentally contradicting each other?
[ ] Planning the Next Quarter: Map out the next 12 weeks of Sunday Morning, Evening, and Wednesday night topics to ensure the flow remains seamless.
The "Pitfall" Warning
Note: The most common mistake in these 90 days is over-communicating in the pulpit about the "new model." Once the letter is sent and the FAQ is out, stop talking about the structure and start simply leading. Let the effectiveness of the ministry prove the model works.
Would you like me to create a "Conflict Resolution Protocol" that outlines the specific steps the pastors should take if they hit a total stalemate on a major church decision?
In a co-pastor model, a stalemate (a 1-1 tie) can paralyze the church if not handled with a clear, pre-negotiated process. This protocol ensures that the mission of the church takes precedence over individual opinions.
The "Unity First" Conflict Resolution Protocol
1. Definition of a "Stalemate"
A stalemate occurs when both pastors have prayed, researched, and discussed a major decision (e.g., hiring/firing, significant budget shifts, or changes to core doctrine) and cannot reach a consensus after two formal meetings.
2. The Step-by-Step Escalation Process
Step 1: The 72-Hour "Fast and Pray" Period
Before escalating to a third party, the pastors agree to a 3-day moratorium on the topic.
Action: Neither pastor will discuss the topic with staff or family.
Goal: To seek God’s heart individually and see if either feels a "spirit of deference"—the willingness to yield for the sake of unity even if they still disagree.
Step 2: The "Perspective Swap" Exercise
If the stalemate persists, the pastors meet for 60 minutes with one rule: Each must present the other's argument.
Action: Pastor A must present Pastor B’s position as persuasively as possible, and vice versa.
Goal: To ensure each leader truly feels "heard" and to identify if the disagreement is based on facts or personal preference.
Step 3: Internal Mediation (The Elder/Board Level)
If the pastors remain deadlocked, the issue is brought to a small, pre-selected Mediation Committee (usually 3 mature, neutral Elders or Board Members).
Action: The pastors present their cases together.
Goal: The committee does not "pick a winner," but asks probing questions to see if a middle path exists that both pastors have missed.
Step 4: External Consultation
If the internal mediation fails, the pastors agree to call upon a Neutral Outside Mentor (e.g., a retired pastor from the same denomination or a professional church consultant).
Action: Both pastors agree to submit to the wisdom of this third party.
Goal: To get an objective, "bird’s-eye view" from someone not emotionally invested in the local church politics.
3. The "Tie-Breaking" Clause
If a decision must be made for the safety or legal standing of the church and a stalemate remains, the pastors agree to the following:
The "Assigned Lead" Deference: > Refer back to the Division of Labor Worksheet. If the conflict is over a budget item and Pastor 1 is the lead for Finance, Pastor 2 agrees to yield the final decision to Pastor 1. If the conflict is over worship style and Pastor 2 is the lead for Worship Arts, Pastor 1 agrees to yield.
4. Post-Decision Conduct
Regardless of how the conflict is resolved, both pastors commit to:
Total Ownership: Once a direction is chosen, both pastors speak of it as "our decision" to the congregation.
No "I Told You So": If the chosen path fails, there is no room for blame. Both pastors share the responsibility for the outcome.
A "Cleansing" Meeting: After the decision is implemented, the pastors will meet specifically to reaffirm their friendship and professional respect, ensuring no "relational debt" remains.
The "Sacred Veto"
In rare cases involving Core Doctrine or Moral Integrity, either pastor holds a "Sacred Veto." This is a "stop-everything" button used only when a pastor believes a decision would be biblically unfaithful or ethically compromised. Using this trigger automatically requires an immediate meeting with the full Elder Board.
Would you like me to create a "Staff Protocol" document that explains to church employees (secretary, worship leader, etc.) how to navigate reporting to two bosses without getting caught in the middle?
This document is designed to protect your staff—such as the church secretary, worship leader, and youth director—from the stress of "dual reporting." The goal is to ensure they never feel like they have to choose a side or guess whose instructions carry more weight.
Staff Protocol: Working within the Co-Pastor Model
1. The "Direct Report" Principle
To ensure clarity in your daily work, we utilize a Departmental Lead system. While both pastors provide spiritual oversight, you will have one Primary Supervisor based on the Division of Labor agreement.
If your role is [e.g., Worship Arts]: Your primary supervisor is Pastor [Name].
If your role is [e.g., Administration/Secretary]: Your primary supervisor is Pastor [Name].
What this means: Your annual reviews, weekly task assignments, and vacation approvals will go through your Primary Supervisor.
2. Handling Conflicting Instructions
In a perfect world, our Co-Pastors will always be in sync. However, if you ever receive conflicting directions (e.g., Pastor A tells you to print the bulletins Friday, but Pastor B asks for a change on Saturday), follow the "Pause and Align" protocol:
Acknowledge and Inform: Politely inform the second pastor of the existing instruction.
"Pastor B, I’m happy to make that change. Just so you know, Pastor A asked me to have these finalized by Friday. Should I check with him first, or would you like to touch base with him?"
The Burden is on the Pastors: It is not your job to resolve the conflict. If the pastors have a different vision for a task, they are responsible for discussing it and giving you a unified answer.
Defer to the Departmental Lead: If you cannot reach both pastors, default to the instruction of your Primary Supervisor until told otherwise.
3. The "Anti-Triangulation" Policy
"Triangulation" happens when a staff member or congregant tries to use one pastor to bypass the other. To protect the unity of our church, we agree to the following:
No "Pastor Shopping": If Pastor A says "no" to a budget request or a project idea, do not go to Pastor B hoping for a "yes." The pastors communicate daily; "shopping" for a different answer undermines trust.
Direct Feedback: If you have a grievance with Pastor A, do not vent to Pastor B. Please speak directly to Pastor A or follow the church's formal grievance policy.
Confidentiality: If a pastor shares a "leadership-level" confidence with you, do not share it with the other pastor unless instructed. However, be aware that the Co-Pastors generally operate with "shared professional confidence."
4. Communication Flow
Email CC’ing: For major projects or church-wide decisions, include both pastors on the email thread. This ensures no one is "out of the loop."
Staff Meetings: We will hold a joint staff meeting [e.g., every Tuesday at 10 AM]. Both pastors will attend to ensure the entire team is moving in the same direction.
The "Emergency" Text: If you have a true emergency, text your Primary Supervisor first. If they do not respond within [X] minutes, text the other pastor.
5. Protecting the Pastors' Relationship
As staff, you are the "eyes and ears" of the church. You help this model succeed by:
Speaking well of both pastors in the community.
Treating both pastors with equal respect in public settings.
Reminding congregants of the bi-weekly rotation if they ask, "Who is preaching this Sunday?"
Staff Promise: "We, your pastors, promise to never put you in the middle of a disagreement. Our goal is to provide you with a workplace that is stable, clear, and focused on the mission of [Church Name]."
Would you like me to create a "Sample Sunday Order of Service" that shows how both pastors can share the stage during a single worship service?
To make a co-pastor model feel natural to the congregation, the service shouldn't feel like a competition for the microphone. Instead, it should feel like a seamless relay race.
In this sample, we will assume it is "Week A" (where Pastor 1 is the primary preacher), but Pastor 2 remains highly visible to reinforce the "One Team" message.
Sunday Morning Worship: Order of Service
Series Title: Faith in Action Sermon Text: James 1:1–18
Primary Preacher: Pastor 1 | Liturgical Lead: Pastor 2
| Service Element | Primary Leader | The "Co-Pastor" Touch |
| Call to Worship | Pastor 2 | Sets the spiritual tone and welcomes the "Week A" crowd. |
| Worship in Song | Worship Team | Both pastors stand in the front row, worshipping together. |
| Joint Welcome | Both Pastors | Pastor 2 handles the logistics (visitor info), then "hands off" to Pastor 1 for a brief vision-cast. |
| Pastoral Prayer | Pastor 2 | Pastor 2 prays for the congregation and specifically for Pastor 1 before the sermon. |
| Scripture Reading | Lay Leader | Keeps the congregation involved in the service flow. |
| The Sermon | Pastor 1 | Pastor 2 sits in the front row, actively taking notes and engaging. |
| Closing / Call to Response | Pastor 1 | Provides the invitation and final application points. |
| The Shared Benediction | Both Pastors | Both stand at the center. Pastor 1 gives the blessing; Pastor 2 gives the "Go in Peace." |
The Secret to the "Seamless Hand-off"
To avoid awkward transitions, use Verbal Bridges. These short sentences tell the congregation that the change in speaker is intentional and unified.
Example 1 (During the Welcome):
Pastor 2: "We are so glad you’re here. Before we continue, I’m going to ask Pastor 1 to share a quick update on our upcoming community outreach..."
Pastor 1: "Thanks, Pastor 2! Church, our hearts are so full today because..."
Example 2 (Before the Sermon):
Pastor 2 (Concluding the Prayer): "...and Lord, we thank you for the Word that Pastor 1 has prepared for us this morning. Open our hearts to hear your voice through him. Amen."
Why This "Shared Stage" Model Works
Public Deference: When Pastor 2 prays for Pastor 1, it models humility. It tells the church, "I believe in the word my partner is about to share."
Visual Unity: Seeing both pastors stand together during the benediction is a powerful visual "bookend" to the service. It reminds the church that they are under a unified canopy of leadership.
Energy Management: The pastor who isn't preaching (Pastor 2 in this case) can use their energy to greet newcomers in the lobby immediately after the benediction, while the preaching pastor (Pastor 1) handles the altar calls or response time.
A Note on the Sunday Evening Service
For the Sunday Evening "Practical Lab," you simply flip the script. Pastor 1 (who preached in the morning) would lead the opening prayer and announcements, while Pastor 2 takes the lead on the teaching and Q&A. This ensures that in a single day, every attendee sees both pastors in both "leading" and "supporting" roles.
Would you like me to draft a "Year-One Evaluation Form" that the Board can use to measure the health and success of this co-pastor model after the first 12 months?
Evaluating a co-pastor model requires a different lens than a traditional performance review. Instead of looking solely at individual accomplishments, the Board must evaluate the health of the partnership and the clarity of the leadership.
This form is designed to be filled out by the Board members, with a section for the Co-Pastors to provide their own self-assessment.
Co-Pastor Model: Year-One Evaluation Form
Evaluation Period: [Year]
Reviewers: The Church Board / Elders
I. Congregational Health & Perception
How has the church responded to the shared leadership model?
| Metric | 1 (Poor) | 2 | 3 (Neutral) | 4 | 5 (Excellent) |
| Clarity of Vision: Does the church feel "unified" rather than "split"? | |||||
| Message Consistency: Is the teaching cohesive despite having two voices? | |||||
| Accessibility: Does the congregation feel they have adequate access to both pastors? | |||||
| Conflict Absence: Are there signs of "camps" or "pastor-shopping" among members? |
II. Operational & Administrative Efficiency
Is the "Division of Labor" working in practice?
Responsibility Clarity: On a scale of 1–5, how clearly do staff and volunteers know which pastor to contact for specific issues? [ ]
Decision-Making Speed: Have decisions been delayed due to the 1-1 structure, or has the shared load increased efficiency?
Notes: __________________________________________________________________
Staff Morale: Based on feedback from the Secretary, Worship Leader, etc., how has the dual-reporting system affected their workflow?
Notes: __________________________________________________________________
III. Pastoral Synergy & Health
How are the pastors doing as a team and as individuals?
Conflict Management: To the Board's knowledge, have the pastors successfully resolved disagreements privately and presented a unified front? (Yes/No)
Sustainability: Are the pastors showing signs of burnout, or has the alternating schedule provided the intended "rhythm of rest"?
Mutual Deference: Do the pastors publicly champion and support one another’s ministry and teaching?
IV. Mission-Critical Outcomes (KPIs)
Has the model supported the growth of the Kingdom?
Attendance Trends: How do the Sunday Morning, Evening, and Wednesday night numbers compare to the previous year?
Volunteer Engagement: Has the division of labor led to better oversight and growth in volunteer teams (Youth, Outreach, etc.)?
Financial Stewardship: Has the church remained stable or grown in its giving under the dual leadership?
V. Qualitative Feedback (Open Ended)
What is the single greatest strength of this partnership observed this year?
What is the primary "friction point" that needs to be addressed in the Year-Two rotation?
Recommendation for the coming year: (e.g., Maintain current rotation, adjust division of labor, increase/decrease joint appearances).
VI. Pastor Self-Assessment (To be completed by Pastors)
Pastor 1 Reflection: "The most challenging part of sharing the pulpit this year was..."
Pastor 2 Reflection: "The most rewarding part of sharing the pulpit this year was..."
Joint Reflection: "One adjustment we would like to make to our Covenant for next year is..."
Board Summary Statement
[ ] Continue: The model is healthy and serves the church well.
[ ] Modify: The model is working but requires specific adjustments in [Area].
[ ] Review: Relational or operational tensions require formal mediation/restructuring.
Would you like me to create a "Next Steps" transition plan for a church that is moving from a single-pastor model to this co-pastor model for the very first time?
Transitioning from a traditional "Lead Pastor/Associate Pastor" or "Single Pastor" structure to a true Co-Pastor Model is a major cultural shift. It requires moving the congregation's focus from a single personality to a unified team.
Here is a 4-phase transition plan to move your church from "the way it’s always been" to this new shared leadership reality.
Phase 1: Foundations (Months 1-2)
Focus: Internal Alignment and Structural Legalities
Finalize Legal & Financial Documents: Update the church bylaws (if necessary) to reflect a plurality of leadership. Ensure salary and benefit packages are equitable to reflect the "Co-Pastor" status.
Draft the "Internal Three": Complete the Leadership Covenant, the Division of Labor, and the Conflict Protocol. These must be signed before any public announcement.
Board & Elder Buy-In: Present the full plan to the Board. This shouldn't just be an "informational" meeting; they need to understand their role in protecting the unity of the two pastors.
Phase 2: Leadership Onboarding (Month 3)
Focus: Preparing the Inner Circle
Staff Deep-Dive: Meet with the church secretary, worship leader, and other staff. Walk them through the Staff Protocol and the new reporting lines.
Key Volunteer Briefing: Meet with Deacons, Sunday School teachers, and Ministry Leads. Explain why this shift is happening (sustainability, diversity of giftings) so they can champion the change to others.
Calendar Sync: Map out the first 6 months of the "Week A / Week B" rotation. Look for holidays or special events (Christmas, Easter) where both pastors might want to share the stage.
Phase 3: The Public Rollout (Month 4)
Focus: Clear Communication and Vision Casting
The Announcement Letter: Send the Congregational Letter (via mail and email) two weeks before the official launch.
The "Town Hall" Q&A: Host a Sunday afternoon or Wednesday night session where the Co-Pastors sit together and answer questions using the FAQ Sheet.
Goal: Demystify the change and show their personal chemistry.
Visual Rebranding: Update the church website, the outdoor sign, and the bulletin. Ensure both names are listed side-by-side: “Pastors [Name] & [Name].”
Phase 4: Launch & Calibration (Months 5-7)
Focus: Establishing the New Normal
The "Commissioning" Service: On the first Sunday of the new model, have the Board/Elders lay hands on both pastors. This acts as a formal "starting gun" for the congregation.
The First Series: Launch a series (like the James study) that highlights the shared teaching style.
The 30/60/90 Day Check-ins: Use the First 90 Days Checklist to monitor the transition.
Identity Shift: Purposefully refer to "The Pastors" (plural) in all public announcements to help the congregation adapt their language.
Key Success Factors for Year One
| Potential Pitfall | Prevention Strategy |
| "The Favorite": The church gravitates to one pastor. | The "less-favorite" pastor should be given a high-visibility win early on. |
| Information Silos: One pastor knows something the other doesn't. | Strict adherence to the Monday Morning Sync-Up. |
| Old Habits: Staff still goes to the "old" Lead Pastor for everything. | The "old" lead pastor must consistently say: "That falls under Pastor B's oversight now; you'll need to check with him." |
A Final Thought on the Transition
The hardest part of this transition isn't the schedule—it's the psychology. For years, the church has looked to one person as "the" shepherd. By standing together, praying for one another, and deferring to one another, you are teaching the church a more robust, biblical picture of the Body of Christ.
Would you like me to create a "Press Release" or a "Social Media Announcement Template" you can use to announce this exciting change to your local community?
Announcing a co-pastorship is a powerful opportunity to signal health, humility, and growth to your local community. These templates are designed to frame the transition as a strategic "leveling up" rather than a reaction to a problem.
1. Formal Press Release Template
For local newspapers, community blogs, or denominational newsletters.
FOR IMMEDIATE RELEASE
[Church Name] Announces Innovative Co-Pastor Leadership Model to Serve [City/Neighborhood]
[CITY, State] — [Date] — [Church Name], a fixture in the [Neighborhood] community for [Number] years, is pleased to announce a significant transition in its leadership structure. Beginning [Date], the congregation will move to a Co-Pastor model, with Pastor [Name 1] and Pastor [Name 2] sharing equal leadership of the church’s mission, pulpit, and community outreach.
While many churches utilize a "Lead and Associate" hierarchy, [Church Name] is joining a growing movement of congregations adopting a "plurality of leadership." This model emphasizes shared authority, a diversity of teaching styles, and a more sustainable pace for pastoral health.
"We believe that 'two are better than one,'" says [Board Member Name], Chairman of the Board. "By bringing together the unique strengths of both Pastor [Name] and Pastor [Name], we are providing our congregation with a richer spiritual experience and ensuring our leadership remains vibrant for years to come."
The transition includes a new service rhythm designed to give the community multiple touchpoints with both leaders:
Sunday Morning Worship: 10:00 AM (Alternating Lead)
Sunday Evening Worship: 6:00 AM (Alternating Lead)
Wednesday Bible Study: 7:00 PM (Deep-dive teaching)
"Our goal is to be one church with two voices but one heart," says Pastor [Name 1]. Pastor [Name 2] adds, "We aren't just sharing a job; we are modeling the kind of unified community we want our city to be."
The community is invited to a special Installation and Commissioning Service on [Date] at [Time], followed by a community reception.
About [Church Name]:
[Insert 2-3 sentence boilerplate about the church’s history, mission, and location].
Media Contact:
[Name]
[Title]
[Email]
[Phone Number]
[Website URL]
2. Social Media Announcement Template
For Facebook, Instagram, or Nextdoor.
Headline: Better Together! 🤝✨
We have some exciting news to share! Starting this month, [Church Name] is officially moving to a Co-Pastor Leadership Model. What does that mean for you? It means:
✅ More Perspective: You’ll hear from both Pastor [Name] and Pastor [Name] across all our services.
✅ More Care: With shared leadership, our pastors are more available than ever for our community.
✅ More Unity: We’re modeling what it looks like to lead as a team!
Join us for our new 3-Service Rhythm:
☀️ Sundays @ 10 AM: Morning Worship
🌙 Sundays @ 6 PM: Evening Worship
📖 Wednesdays @ 7 PM: Mid-week Bible Study
Whether you’ve been here for years or you’re looking for a place to call home, there’s a seat for you at the table. Come see what "Shared Leadership" looks like in action!
📍 [Insert Address]
🔗 [Link to Website/FAQ Page]
#ChurchFamily #CoPastors #BetterTogether #NewSeason #[CityName]Church
3. Website "Banner" Copy
For the top of your homepage.
"A New Chapter of Shared Leadership!" > We are thrilled to welcome our new Co-Pastoral team. Two voices, one mission. [Click here to meet our pastors and view the new service schedule.]
Strategy Note for the Launch
When posting these updates, the visual is vital. Avoid "headshots" in separate frames. Use a single high-quality photo of the two pastors together. This subconsciously communicates that they are a single unit and eliminates any sense of competition before the first service even begins.
Would you like me to draft a "Welcome Script" for the Board Chairman to use during the very first service to officially introduce this new model to the visitors and members?
This script is designed for the Board Chairman (or a respected lay leader) to deliver at the beginning of the first Sunday Morning service under the new model. It balances the administrative shift with spiritual vision, ensuring that visitors feel included while members feel informed.
Introduction Script: The Launch of Shared Leadership
(The Board Chairman stands at the pulpit. Both pastors should be seated in the front row or standing off to the side, ready to be called up.)
[The Opening]
"Good morning, church family, and a very warm welcome to our guests! Today is a milestone in the life of [Church Name]. For months, your leadership team has been praying, seeking God’s Word, and planning for a future that is vibrant, healthy, and sustainable. Today, we officially begin our journey into a Co-Pastor Leadership Model."
[The 'Why']
"You might ask, 'Why a co-pastor model?' The answer is simple: We believe that God’s work is best done in community. By moving to a structure of shared leadership, we are ensuring that our church benefits from a diversity of spiritual gifts, that our pastors are protected from burnout, and that our mission to [Insert Church Mission Statement] is stronger than ever. In the New Testament, we see that leadership was rarely a solo act—it was a team effort. Today, we return to that beautiful pattern."
[The Introduction]
"At this time, I’d like to ask Pastor [Name 1] and Pastor [Name 2] to join me here on the platform."
(The pastors stand side-by-side with the Chairman.)
"These two men have entered into a formal Leadership Covenant. They have committed to pray for one another, to handle disagreements with grace, and to lead this congregation with a single, unified voice.
You will see them both across all three of our weekly services—Sunday Mornings, Sunday Evenings, and Wednesday Nights. While they will rotate who takes the lead in teaching each week, please know that they are one team. Whether Pastor [Name 1] is in the pulpit or Pastor [Name 2] is leading the study, they are both your pastors, your shepherds, and your friends."
[The Charge to the Congregation]
"Church, our part in this is simple: We commit to pray for them. We commit to support them. And we commit to the unity of this body. If you see one of them 'off-duty' in the congregation, give them a handshake! If you hear a word that moves you, share it with both of them. We are moving forward together."
[The Commissioning Prayer]
"I’m going to ask the other Board members to stand where you are, and for the congregation to join me in a prayer of commissioning for our Co-Pastors."
(Chairman leads a brief prayer for unity, wisdom, and the anointing of the Holy Spirit on both men.)
[The Hand-off]
"And now, as we begin our first service in this new season, it is my joy to hand the service over to Pastor [Name of the one preaching today], who will lead us in the Word. Let’s worship together!"
Success Tips for the Chairman
Body Language: Smile! Your excitement is contagious. If you look nervous, the congregation will feel nervous.
The Power of "We": Use "we" and "our" throughout the script to reinforce that this was a collective decision by the church leadership.
Keep it Brief: The script above takes about 3-4 minutes. This is long enough to be significant but short enough to keep the service moving toward worship.
This concludes the full implementation package for your Co-Pastor model! Is there anything else—perhaps a "Guest Speaker Policy" or "Sabbatical Policy" for a dual-pastor team—that you would like me to draft?
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