Black women have always been called. For generations, we have pastored as evangelists, intercessors, teachers, midwives of faith, and community builders. We preached without pulpits, shepherded without titles and carried congregations without recognition. Often denied ordination, we led anyway.
More and more, Black women are being officially appointed to the position of pastor, from small congregations to historic pulpits. They are also working as ordained ministers across many contexts, like hospitals and nonprofit sectors. This awakening, though well overdue, also carries significance that deserves deeper attention.
I say this from experience. There is a cost in being the “historic first.” The appointment often comes with theft and quiet exploitation, where your work is used, your ideas repackaged — and yet you remain unpaid, uncredited and unseen. Institutions issue press releases that praise your appointment even as actions betray both their words and God’s will.
As a Black woman leader in ministry, I’ve been a pawn in someone else’s strategy, never told I was even in their game. Oftentimes I have been forced into administrative roles and mentored to remain in my place. The pressure to do everything with nothing is a quiet violence I endured across church and secular spaces.
While interviewing Black women pastors for research and through my work with Black Women Write for Freedom, I have heard many painful stories. One woman shared that she was sent to lead a congregation after a male pastor abruptly stepped down mid-year. For more than two years, she carried out every pastoral responsibility: preaching, offering pastoral care, managing the budget and leading the church. Yet she was denied both the benefits and the official title of senior pastor. Despite feeling deeply slighted, she continued her assignment unrecognized and unprotected with full awareness that she was being treated unfairly.
What happens to the mental and spiritual health of Black women when they realize they were chosen not to lead, but to clean up? Not to thrive, but to survive? Not to partner, but to be admin support? The appointment itself is not enough; there must be support and belief in the calling from the congregation and those who appoint.
When denominations send Black women into churches that male leaders have damaged and ask them to rebuild from the wreckage, we are being thrown into the deep end and expected to swim, often with little to no support. And when things don’t turn around fast enough, the blame quietly shifts to us. The system asks us to revive dying churches without providing what we need to thrive.
I am deeply concerned about the well-being of Black women in church leadership. I often find myself watching with one eye closed — not because I don’t believe Black women should be in positions of authority, but because in my experience institutions are hard to trust. The celebration of our presence is not always matched with the protection or respect needed to allow us to succeed.
Black women continue to face second-guessing, diminished authority and outright dismissal. We are called “sister” instead of “reverend.” We are asked to preach from the floor rather than the pulpit. We are made to feel, explicitly or subtly, that we do not belong. One pastor said it plainly: “There’s this idea that Black women don’t have to be loved or appreciated.”
I spoke with Black women serving in historically Black denominations and in predominantly white ones, often in what are called cross-racial or cross-cultural appointments, and a clear pattern emerged.
Even when Black women are appointed, boards and leadership bodies often function in ways that undermine us. The systems that should support our leadership can, instead, work against us. Whether through gatekeeping, unequal pay or the absence of spiritual care, the message remains clear: You may be present, but you are not fully welcomed, and you must labor twice as hard for what others receive with ease. One pastor, reflecting on the emotional toll, said, “You can have the tools and intelligence, but if your soul is not protected, that’s dangerous.”
What has been most helpful to me, and to other Black women leaders I know, is being told the truth of what the work will actually require. Too often, that truth is camouflaged by shame, manipulation, or fear that leaders won’t come or stay if they know what they’re walking into. But withholding reality does more harm than good.
We need honesty. We need mentorship. We need resources. We need trust. These are not extras. They are the foundation that allows us to lead, stay well and do the work with integrity.
This is why networks like the RISE Together Mentorship Network and WomanPreach! Inc. are essential. Black women need holistic support: mentorship, mental health care and tangible resources. Without that, the appointment alone can feel more like a setup than a step forward.
Black women are not just navigating unjust systems; we are imagining and building new ones. When we are met with equity, sacred space, honest communication and tangible resources, we are free to lead from our deepest strength.
We are not projects to manage, tokens to showcase or obstacles to overcome. We are full partners. It’s time to move beyond symbolic inclusion. We deserve environments that invest in our well-being, honor our authority and equip us to thrive.
We have always answered the call, leading with vision shaped by generations of resilience. Now, systems and communities must answer our call with trust, equity and real partnership. As one United Methodist woman pastor said, “No place is perfect, but every place doesn’t have to be hell.”
The appointment alone is never enough. Perhaps someone in leadership will read this and have enough faith to believe that our experiences are enough. As one woman shared, “I don’t want future Black women pastors to endure what we did.”
Our faith compels us to go, to create and to innovate — regardless. But it would be holy for others to join us, not as gatekeepers, but as co-creators.
Because when systems fail to support us, when justice is delayed or denied, it doesn’t just harm Black women — it disrupts what God is trying to do through us. These disruptions are not only institutional; they are spiritual. And too often, they result in unexpected and cruel experiences, not because we weren’t called, but because we weren’t cared for.
Chicken Little — that prophet of doom — creates mass hysteria with the ominous proclamation, “The sky is falling! The sky is falling!”
The panicked frenzy that ensues in the well-known folktale is both unfortunate and instructive for incredulous readers who are privy to reality: this apocalyptic declaration and dread of Armageddon is, in fact, sparked by a falling acorn.
Often, the story of Chicken Little resonates with our experiences as pastors or leaders in congregations where problems are pervasive. Financial stress, aging facilities, discord among members, technological challenges, scarcity of resources, lack of volunteers, crises in the community — these all have the potential to keep leaders pacing the floor at night.
Congregational leaders and their teams can find themselves in a perpetual posture of chasing and triaging problems, becoming deflated and exhausted because they never reach a point where everything seems to be fixed. The pessimism that wafts through the air of the organization is more insidious than the problems themselves, creating a culture of despair where everyone seems to be glum and on edge, waiting for the sky to fall.
Pastors don’t surrender to God’s call because of an insatiable desire to simply “put out fires,” so remaining inspired as visionary leaders under such circumstances is extremely challenging. The yes we give to God, generally after intense, internal wrestling, is because we believe, as professed in the simple grace prayed over our meals as children, “God is great, and God is good.”
Pure, unrelenting hope is found in this great and good God who will perform wonders to drive out evil and bring about God’s good purposes in this world. This conviction ignites a fire and passion for participating in God’s redemptive work. After all, we are proclaimers of the euangelion — the good news — who seek to galvanize others around a common dream for good.
In my own context, it was our compelling vision to disciple the next generation that opened the eyes of two staff members to the possibility of outside funding toward this effort. Lilly Endowment Inc. was seeking applicants for its Nurturing Children Through Worship and Prayer Initiative; they saw the alignment with our vision and encouraged us to apply.
We had never pursued a grant of this magnitude before, but our faith in the power of God led us to magnify possibilities over potential impediments. We prayed, applied, prayed some more. In God’s abundance, we were notified that the church was awarded a $1.25 million grant!
I share this to encourage any pastor or leader who is doing the good work of galvanizing God’s people to pursue good. Continue pointing and looking upward, because God’s blessings still rain down.
Orienting our congregations and ministries around promising possibilities and expectation of good is more personally rewarding and congregationally enriching than staying in a constant orbit of the ominous. This orientation, which really is a reorientation for many congregations, does not happen on its own but rather through great intentionality on the part of the leaders in shaping a culture of expectancy and hope.
Working strategically in this vein is critically important, because the culture of our organizations will determine whether we are prepared to receive God’s generosity or whether God’s goodness will be missed or dismissed by doubts and fears. As evidenced in Numbers 13:25-33 when the negative report of the spies infects the Israelites’ hearts with doubt, it is possible to be on the edge of experiencing the miraculous and talk yourself out of seeing the good. How many times has this happened in church business meetings?
Leaders, therefore, must first cast and continue to reiterate a God-size vision that is rooted in a deep conviction of the truth of God’s powerful ability, as communicated in Ephesians 3:20 (ESV): “Now to him who is able to do far more abundantly than all that we ask or think, according to the power at work within us …”
As nervous as this might make leaders, who are equally susceptible to being overly pragmatic or pessimistic, such a vision supplants problems as the new goal to run after and inspires congregants to offer their gifts and talents to see it come to fruition. A compelling vision can also be the seed for collective creativity in addressing challenges.
Yes, problems will arise, but problems can be viewed as barriers to overcome in pursuit of a greater purpose rather than as the purpose themselves. And problems can become further impetus for expectancy that God will “show up and show out.”
After casting a vision, our proclamation must set the people’s gaze upon God and encourage them to look with anticipation for God to give provision for the vision. We should keenly focus people’s hearts and minds on God’s omnipotence.
Acknowledging God’s power challenges our own doubts and insecurities. If God’s potency surpasses our impotence, then we cannot tailor dreams to fit what we deem conceivable or possible in our strength. This power causes the seams of our intellect to come undone, and the only appropriate response is awe and wonder; what we cannot explain or fully comprehend, we must simply believe.
Finally, our belief should be heard in our corporate prayers and seen in our response when God answers them. We must not be like the church that, praying for the imprisoned Peter in Mary’s house, decried Rhoda as being “out of [her] mind” when she reported that the liberated Peter was knocking at the door, their prayers answered (Acts 12:15).
Hope-filled congregations don’t pray puny prayers. As we pray big prayers, we must also encourage our people to open the door when God’s answer shows up. Through casting vision, proclaiming God’s power, and praying with expectancy, leaders are encouraging their congregations to look up — not at a falling sky — but at a good and great God.
Working strategically in this vein is critically important, because the culture of our organizations will determine whether we are prepared to receive God’s generosity or whether God’s goodness will be missed or dismissed by doubts and fears.
For almost a decade, I’ve enthusiastically followed Streetlights’ journey as the organization’s innovative Latino leaders re-imagined the audio Bible, infusing it with the vitality of hip-hop beats and showcasing diverse and authentic voices. Their artistic vision and dedication to placed-at-risk youth speaks directly to my heart.
Born from a vision in a basement 17 years ago, Streetlights has grown into a thriving nonprofit with an $800,000 annual operating budget, 75,000 newsletter subscribers and 430,000 app users worldwide, according to its leadership. It has achieved international influence, reaching 18 million plays of its audio Bible — currently in Spanish and English — with plans for more languages. Beyond the audio Bible, its initiatives also include the Corner Talk teaching video ministry and a music ministry through its touring band, ALERT312.
How Streetlights expanded from basement dream to international reality offers a powerful learning opportunity for us all, including for my own role as an executive director. Since visiting the Streetlights studio in Chicago’s Belmont Cragin community last fall, I’ve gleaned valuable lessons in organizational leadership and capacity building from its inspiring story of collaboration.
Esteban Shedd, Streetlights’ co-executive director, said his vision emerged from the disconnect many youth in his community felt toward the Bible. They found it inaccessible — difficult to understand and hard to relate to culturally — with a lack of engaging resources. Shedd, inspired by the scripture “So then faith comes by hearing, and hearing by the word of God” (Romans 10:17 NKJV), envisioned a culturally relevant, bilingual audio Bible for the digital-native generation. That led to the development of artistically rich digital tools that engage young people from urban communities in their heart language.
Shedd patiently refined his vision over two years, supported by prayer, discussions with leaders and family, and in-depth research about resource production. He waited for the right moment — confirmed by the Spirit and community support — balancing the demands for action with the wisdom to nurture the vision, anticipating when peace and faith would align.
The catalyst came from a friend at GRIP Outreach for Youth, a faith-based nonprofit working with Chicago’s young people, who suggested that Shedd speak with that organization’s executive director. This conversation ignited Streetlights’ inception, leading to a series of conversations and careful planning with GRIP’s board. Bolstered by their support, including covering his salary for a month, Shedd was offered precious time and space. GRIP evolved into an incubator for Streetlights.
But, Shedd said, it was a challenging decision for some in GRIP’s leadership, given that GRIP, too, works with urban youth in underresourced neighborhoods. The initial wariness that the partnership might strain GRIP’s limited budget eased after a board member highlighted how Shedd’s culturally relevant Bible project aligned with GRIP’s mission, offering new ways to serve youth.
Shedd said those who were hesitating realized that the organizations’ missions weren’t separate but an opportunity for unity; they came to see GRIP as part of a larger, interconnected ecosystem. Strategic planning for the partnership began, focused on communicating clearly and engaging stakeholders, crafting a framework that equipped GRIP to effectively navigate and adapt in this new role.
This was also a leap of faith for Shedd. Newly married and juggling his roles as rapper and hip-hop group leader, he committed to Streetlights despite the economic uncertainty for his family. Through prayerful consideration, he and his wife found peace, understanding that vision and conviction are crucial in Christian leadership and may precede funding. Trusting in God’s call and in GRIP’s leadership, Shedd entered into a mutually affirming partnership, where he knew that his vision would be honored, with no attempts to change, control or compete against it.
GRIP’s support meant more than guidance — the executive director and board offered spiritual backing, mentorship, friendship and essential connections for the work ahead. Shedd vividly remembers Scott Grzesiak, GRIP’s founder and then-executive director, providing unwavering encouragement during uncertain times, which was vital to persevering.
In that crucial first month, Shedd devoted countless hours to developing Streetlights’ business plan, capturing its vision and how it would fit within GRIP’s fiscal umbrella. Thanks to the supportive environment provided by GRIP, Shedd was able to avoid some of the typical challenges that organizational leaders face — playing multiple roles and wearing various hats, risking feelings of isolation amid a flurry of meetings, swinging between exhaustion and exhilaration as the vision takes shape.
During this phase, Shedd harnessed his skills as a hip-hop group leader for strategic planning and building social capital. He laid the groundwork for capacity building and sustainability by earning trust from leaders, forging connections in Bible publishing and engaging in effective fundraising. And he wisely focused on community and collaboration, as he sought advocates both within and beyond GRIP.
Shedd initiated scaling efforts, taking on odd jobs with friends to contribute toward the salary for Streetlights’ second team member and leveraging his artist community ties for a digital audio Bible demo’s fundraising. This pivotal first year set Streetlights on a path toward resilience and significant growth, focused on mobilizing resources, managing finances and coordinating volunteers.
What began as a one-month commitment became a nine-year dynamic partnership between GRIP and Streetlights. Within GRIP’s abundant and creative embrace, Shedd and his co-leaders, Loren La Luz and Aaron López, transformed Streetlights into an autonomous organization. As with Acts 2:44-47, Streetlights and GRIP united under a common vision, sharing resources, celebrating collective successes and meeting their community’s needs with joy and gratitude toward God.
The partnership between Streetlights and GRIP exemplifies the power of unity, faith, generosity and a mutual commitment to enhancing capacity. It underscores how organizations can come together to create transformative outcomes.
Streetlights’ journey inspires me to broaden my organizational leadership views, sparking questions like: What resources do we have to empower others? Where can we find partnerships to build essential support systems and strengthen our capacity?
Rooted in Christian values, such an ethos of collaboration reminds us we are not meant to tackle this journey alone. Together, we grow stronger, shaping a future that transforms capacity building, where collective progress and innovation become our common goal.
“Will I have a job in five years?”
“What will happen to this ministry in the long term?”
I hear leaders worrying about long-term viability, uncertain about how to plan for it.
Beyond wringing hands, some are experimenting by launching a new degree, starting a new worship service or selling a new curriculum. Others are begging donors for more financial support to cover expenses or provide scholarships to reduce fees. A few are exploring mergers with like-minded organizations to consolidate costs and expand ministry work.
Viability is tied to the services offered, the income generated and the related expenses carefully managed.
In a startup or turnaround phase, employees are asked to invest long work hours and offer their best creatively. When successful, such efforts generate more income and keep expenses low. This works for a season but is nearly impossible to maintain for the long haul. People wear down and eventually burn out.
At some point, we have to pay attention to the organizational capacities that undergird a ministry — things like the pay and benefits offered to employees; the hours of work expected; the methods of communication to constituents, donors and other stakeholders; the systems that store, manage and access data; and the skills needed by the board and the staff to operate year after year.
We know that such things are important. However, in an extended period of transition and related uncertainty, we often push off strategic decisions in order to accomplish the urgent. The donors, board members and other stakeholders can lose sight of the time and money required to keep the ministry functioning in healthy ways. The employees and volunteers grow so accustomed to working in overdrive that they may not even point out these longer-term needs.
Over and over again, I meet ministry leaders who have sacrificed the time and money necessary to provide for themselves and their families for the sake of launching and maintaining a ministry. They depend on pay and benefits provided by spouses and partners. They take risks with inadequate health care or borrowed housing.
They can make these choices, but should donors turn a blind eye to such sacrifices? Do those of us who have influence over resources question the decisions and their consequences for the people involved? Do we recognize the problems inherent in unsustainably low salaries and expenses?
Practically speaking, higher expenses require more revenue. Increasing revenue has consequences. For many ministries, the main sources of revenue, and the consequences of dependency on them, include the following:
- Fees paid by those served. Fee-based ministry serves those who have money and are willing to spend it. Even modest fees can exclude some groups from the services offered.
- Sponsor fees paid by those who have money in order to provide a service for those who don’t. Sponsors often determine whom the ministry serves. Sponsors also often have stipulations about how the work is done.
- Contributions from supporters of the ministry. Those who contribute again and again want to know the impact the ministry is making and how their donations are spent. Developing the initial connection that leads to recurring gifts requires a deep commitment on both sides. Ongoing fundraising often becomes a substantial part of the ministry’s work.
- Grants, usually one-time gifts for specific projects. Grants typically require reports to the grantors and are seldom renewed more than one time; the general expectation is that grants are a way to fund startup costs or launch experiments. With some notable exceptions, like government grants, ongoing grant funding is unlikely.
Occasionally, a ministry will have assets like property or endowments that can generate revenue. Such assets often take years to acquire as well as skills to manage.
The wisdom from 20th-century nonprofit work was that if 20% of an organization’s income comes from a single external source — a person or organization — then the organization is dependent on staying in alignment with that source’s expectations. Perhaps the percentage is different for your organization, but if the loss of a single source of income would require you to make significant strategic changes, then your organization is dependent. The governance structure might indicate independence, but the financial statement does not. For the sake of clear expectations, the board, staff and volunteers need to know the influence of any single funder on the ministry.
Another factor related to viability (and connected to revenue) is often labeled scale. What quantity of services can we provide that are both affordable and of good quality? This might be the number of congregations a consultant can serve or the number of people in a learning experience. Congregations have to discern the number of staff that can be adequately paid and what those staff members can accomplish. The questions about scale are specific to each organization, but the concern is across the board.
Our recent experiences with quarantines have changed the scale questions in so many different industries. For example, who knows now how much office space a business needs? Each business answers that question differently. Airlines are now cutting and adding flights continually to adjust to changing passenger needs while doing their best to fill up every flight. Congregations can no longer rely on counting the average in-person worship attendance as an indicator of staffing and services.
While capacities, revenue and expenses, and the scale of services are the most obvious questions to explore, the only way to get clear about long-term viability is to get clear about your organization’s mission and vision, along with your part in that mission.
In our work, we often use five questions based on the ideas of business theorist Roger Martin and former Proctor & Gamble CEO A.G. Lafley to develop a strategy. These questions function as a cascade, the answer to each in turn providing structure for the one that follows.
- Why? What is the deepest aspiration?
- Where and with whom are we serving/transforming?
- How will we serve? What activities are needed?
- What capacities do we need to do “it”?
- What management systems are required to ensure that the capacities are in place?
If your organization gets stuck on any of the questions, back up and review the responses to the earlier questions. What has changed? How should that change affect answers to the other questions?
Too often, ministries stop after answering the third question. But when we focus on the long term, we also have to address questions four and five, which take us back to capacities. If boards and donors don’t encourage and support ministries in addressing these questions, then the employees have to answer them out of their own resources. That leads to exhaustion. Insisting that these questions be addressed is a great gift that donors and other stakeholders can provide.
Questions about capacities, revenue and scale are difficult, but those who care about our ministries must do our part to raise them with a view to the organization’s mission and vision. Long-term viability is important to all of us.