The Church Revitalization Podcast – Episode 307- church elder selection
Church elder selection is one of the most critical decisions a congregation will make, yet many churches fall into common pitfalls that can undermine their leadership effectiveness for years to come. Whether you call them elders, session members, or church council leaders, selecting the right people for your senior leadership team requires more than good intentions and biblical knowledge.
After working with many church leadership teams, we’ve identified three major mistakes that consistently derail otherwise healthy congregations. These pitfalls are not only avoidable, but addressing them can transform how your church approaches church elder selection and leadership development.
The Stakes Are Higher Than You Think
Before diving into the specific pitfalls, it’s important to understand why church elder selection matters so much. Your elder team will shepherd the congregation, make critical decisions during crises, and model spiritual leadership for the entire church family. Poor elder selection doesn’t just affect the boardroom—it impacts every ministry, every family, and every person who walks through your doors.
Many churches rush this process or rely on outdated traditions rather than biblical principles combined with practical wisdom. The result? Elder teams that struggle with dysfunction, lack clear direction, or fail to provide the spiritual leadership their congregation desperately needs.
Pitfall #1: Confusing Longevity with Competency
The first and perhaps most common mistake in church elder selection is automatically assuming that length of membership equals readiness for leadership. We’ve all seen it—the faithful Sunday school teacher who’s been at the church for thirty years gets nominated simply because “he’s been here the longest” or “it’s his turn.”
Why Longevity Matters (But Isn’t Everything)
Longevity does have value in church elder selection. You want people who have demonstrated commitment to your specific church community, who understand the congregation’s history and culture, and who have built trust over time. Someone who’s only been attending for a year probably isn’t ready for elder leadership, regardless of their qualifications.
However, longevity without competency creates significant problems:
- Lack of leadership skills needed to guide the church through complex decisions
- Inability to navigate conflict or facilitate difficult conversations
- Poor decision-making capacity when facing unclear or unprecedented situations
- Inadequate vision for moving the church forward spiritually and practically
The Two-Lens Approach to Elder Qualifications
When evaluating potential elders, use this two-lens framework:
Lens 1: Biblical Qualifications Start with the non-negotiables found in 1 Timothy 3:1-7 and Titus 1:5-9. These passages outline character requirements like being above reproach, self-controlled, hospitable, and able to teach. These are your baseline qualifications—anyone lacking these shouldn’t be considered, regardless of how long they’ve attended.
Lens 2: Leadership Competency Layer practical leadership skills on top of biblical character. Can this person actually lead others? The Bible hints at this when Paul writes about managing one’s household well—this implies organizational and leadership capability, not just good parenting.
Consider these leadership competencies:
- Decision-making ability under pressure
- Conflict resolution skills when people disagree
- Communication effectiveness in various settings
- Strategic thinking about the church’s future
- Team collaboration with other leaders
Avoiding the Leadership Pipeline Crisis
Many churches find themselves in an “elder crunch” because they haven’t developed leaders intentionally. Instead of scrambling when you need new elders, invest in leadership development as an ongoing ministry priority. Most churches just hope, and maybe pray, that someone acceptable will be available to become an elder when needed.
This means pastors should be mentoring potential leaders, creating opportunities for people to develop leadership skills in lower-stakes environments, and having honest conversations about church leadership long before there’s an opening on the elder team.
Pitfall #2: Overlooking Team Chemistry
The second major pitfall in church elder selection is treating each elder position as an isolated decision rather than considering how new members will affect the overall team dynamic. You might have multiple biblically qualified, competent candidates, but choosing the wrong person for your current team composition can create years of dysfunction.
Why Team Chemistry Matters
Elder teams make decisions that affect every aspect of church life. When the team can’t work together effectively, those decisions get delayed, watered down, or create division that trickles down to the entire congregation. Poor team chemistry can turn even the most qualified individuals into ineffective leaders.
Consider this scenario: Your current elder team tends to be cautious and methodical in their approach to change. Adding someone who’s highly entrepreneurial and action-oriented could provide valuable balance and allow the church to move forward with ideas that have been continuously delayed. On the other hand, it could create constant tension if not managed well. The best mix for your team may depend on the season the church is in or its place in its life cycle.
Understanding Team Dynamics
While you don’t need to become experts in personality assessments, having basic awareness of team composition can improve your church elder selection process significantly:
Complementary Strengths: Look for people who bring different perspectives and skills to the team. If your current elders are all detail-oriented administrators, you might need someone with big-picture vision. If everyone is pastoral and relational, you might need someone with business acumen.
Decision-Making Styles: Some people are natural “gas pedal” leaders who want to move quickly on opportunities. Others are “brake pedal” leaders who ask qualifying questions and want to proceed carefully. Healthy elder teams need both types.
Communication Preferences: Consider how potential elders communicate during disagreements. Do they withdraw? Become argumentative? Seek compromise? Understanding these patterns helps you anticipate how they’ll interact with your current team.
The Luxury Problem
Admittedly, having multiple qualified candidates to choose from is a good problem to have. Many churches struggle to find even one person who meets both biblical and competency requirements. If you’re in that situation, team chemistry becomes a lower priority than simply filling the position with a qualified person.
However, if you do have multiple options, use team chemistry as a tie-breaker rather than your primary selection criteria. Never compromise on biblical qualifications or basic leadership competency for the sake of team dynamics.
Seasonal Considerations
Consider what season your church is in when making elder selection decisions. Are you launching new initiatives that require bold leadership? Choose someone who brings entrepreneurial energy. Are you working through conflict that requires careful healing? Prioritize someone with pastoral sensitivity and proven conflict resolution skills.
This concept alone may run counter to your current constitutional or policy guidelines for elder service. If your church appoints active elders for life, then you lose the ability to manage the team in varying seasons of church life and ministry. Having elder terms that allow for change on the team while still protecting continuity provides the greatest use of the elder team throughout the life of the church.
Pitfall #3: Failing to Clarify Role Expectations
The third critical mistake in church elder selection is thoroughly vetting candidates for character and competency while completely failing to explain what they’ll actually be doing as an elder. This creates confusion, unmet expectations, and often leads to either burnout or conflict.
The Documentation Gap
Many churches operate with unwritten assumptions about elder responsibilities. Everyone “knows” what elders do, but when you ask three different people, you get three different answers. This ambiguity becomes a serious problem when new elders join the team with their own assumptions about the role.
Every church needs clear documentation that outlines:
- Specific responsibilities of elder team members
- Time commitments for meetings, preparation, and church involvement
- Decision-making authority and boundaries
- Relationship to church staff and other volunteer leaders
- Accountability structures and evaluation processes
Start-Stop Lists for New Elders
When someone becomes an elder, their role in the church fundamentally changes. Help them succeed by creating clear guidance about what they should start doing and what they should stop doing.
What to Start:
- Attending regular elder meetings and preparation
- Taking responsibility for specific oversight areas
- Being available for crisis situations and urgent decisions
- Representing the church in community or denominational settings
What to Stop:
- Weekly volunteer commitments that conflict with elder responsibilities
- Teaching roles that prevent availability for elder duties
- Casual criticism or complaint-sharing about church decisions
- Making unilateral commitments on behalf of the church
The Onboarding Process
Effective church elder selection doesn’t end when someone says “yes” to serving. Implement a thorough onboarding process that includes:
Role Clarification: Review the elder manual, discuss specific expectations, and answer questions about boundaries and authority.
Team Integration: Facilitate relationship-building with current elders, establish communication norms, and clarify decision-making processes.
Ministry Orientation: Provide an overview of current church initiatives, budget realities, staff relationships, and strategic priorities.
Spiritual Preparation: Discuss the spiritual weight of leadership, establish prayer partnerships, and create accountability structures.
Managing Expectations vs. Reality
Be honest about both the rewards and challenges of elder leadership. Many people romanticize church leadership without understanding the difficult decisions, criticism, and spiritual warfare that comes with the territory.
Address these realities upfront:
- Elders sometimes make unpopular decisions for the long-term health of the church
- Leadership requires confidentiality about sensitive situations
- Elder families often face increased scrutiny from the congregation
- The role demands significant time and emotional investment
Implementation: Moving Forward with Wisdom
Now that you understand these three pitfalls in church elder selection, how do you implement better practices in your church?
Start with Education
Before your next elder selection process, educate your congregation about biblical elder qualifications and the importance of leadership competency. Consider teaching a series on church leadership or hosting classes that help people understand what you’re looking for in potential elders.
Develop Your Process
Create a clear, documented process for church elder selection that addresses all three pitfalls:
- Qualification Assessment: How will you evaluate both biblical character and leadership competency?
- Team Composition: How will you consider team chemistry and balance?
- Role Clarification: What documentation and onboarding will you provide?
Take Your Time
Resist the pressure to rush elder selection because of bylaws requirements or immediate needs. Better to operate with fewer elders temporarily than to elevate someone who isn’t ready. If your bylaws create this pressure, consider amending them to prioritize qualification over quantity.
Invest in Leadership Development
Make leadership development an ongoing priority rather than something you think about only when you need new elders. Mentor potential leaders, create leadership opportunities in lower-stakes environments, and have conversations about church leadership as part of your discipleship process.
Conclusion: The Long-Term Vision
Effective church elder selection isn’t just about filling positions—it’s about building a leadership culture that will serve your church for generations. When you avoid these three critical pitfalls, you create elder teams that provide wise spiritual oversight, navigate challenges with grace, and model the kind of leadership that develops even more leaders.
Remember that church elder selection is ultimately about stewardship. You’re stewarding the spiritual health of your congregation by choosing leaders who will shepherd them well. This responsibility deserves your best thinking, your most careful process, and your most earnest prayers.
The investment you make in getting church elder selection right will pay dividends for years to come through more effective leadership, clearer decision-making, and stronger spiritual oversight for your entire church family.
Also check out:
Three Things Your Elders Should Never Do
How to Recruit a Healthy Church Board
Building Stronger Church Teams: Eliminating Knowledge Biases
Who Has the Power in the Church?
The Five Types of Teams: Building a High Performance Church Team
Watch this episode on YouTube!
A.J. Mathieu is the President of the Malphurs Group. He is passionate about helping churches thrive and travels internationally to teach and train pastors to lead healthy disciple-making churches. A.J. lives in the Ft. Worth, Texas area, enjoys the outdoors, and loves spending time with his wife and two sons. Click here to email A.J.
