Leaning in on the Important (& Potentially Awkward) Conversations Around Women in Leadership at Your Church with Lisa Penberthy

Thanks for joining us on the unSeminary podcast. Today we’re talking with Lisa Penberthy, a church leader and consultant with 20 years of experience and an M.Div and MBA in nonprofit management. She is currently serving as the COO at Dannah Investment Group and is passionate about stewarding people’s callings as well as church resources.

Are you a church leader looking to encourage and empower more women to step into their callings in your ministry? Listen in as Lisa provides practical coaching on identifying blind spots, communicating personal boundaries, and advocating for next generation women leaders.

* Identify what’s missing. // When it comes to women in church leadership, we tend to look at the theological side of the conversation. However, practically speaking we need to recognize that it comes down to helping women fulfill their callings. If you’re fully supportive of them, then the question becomes, how do you help empower them by removing obstacles and providing practical support? Start by looking at the blind spots in your church. If none of your executive leaders are women then you’re missing part of the conversation. Pay attention to how many times women have spoken from the stage or given a message at your church.

* Circle back. // Women may identify that they have a ministry calling but aren’t ready to step into it due to their current family responsibilities. Male leaders may want to ask these women to serve in leadership, but also don’t want to put pressure on them. Remember that it’s important to circle back to these women and present them with leadership opportunities again. Come back to the conversation and hold the women accountable rather than only asking once and assuming they’ll always say no.

* Build trust. // Acknowledge the tension around social interactions with male and female leaders. Each individual needs to establish personal boundaries and points of accountability in their life and leadership. Have honest conversations about those barriers so there’s a layer of trust between the male and female staff and women aren’t automatically omitted from leadership opportunities and interactions. With the right benchmarks and boundaries in place, men and women should be able to travel together or be alone in a room for confidential meetings without hesitancy. Never isolate or penalize women because of your individual struggles.

* Upfront communication. // When hiring women on staff, communicate during the interview any limitations in the leadership relationship between men and women. Be forthright about personal boundaries in your leadership so the woman being interviewed can decide whether she is comfortable with them or not. If this conversation isn’t initiated by the interviewer, the woman needs to have the courage to bring it up so she will know where she might be held back in her calling.

* Raising concerns. // If a situation occurs that causes a woman to no longer feel comfortable with current boundaries, she has to be brave enough to raise the concern. It doesn’t have to be with her superior, but she needs to come forward. It can be with the church’s HR or the administrative people who handle paychecks, or even the advisory board. She should find the person that is safe to talk to and have a conversation early after any incidents happen.

* Encourage upcoming leaders. // Advocate for next generation women leaders in every way you can to encourage them in their work. Invest in upcoming female leaders by giving them opportunities, such as internships, to show their potential. Observe them in their own environments and give them increased responsibility.

* Discipling women.