Factors Influencing UMC Clergy Leadership Effectiveness

Implications of the Study and Recommendations

Churches with greater financial resources (who can afford to pay salaries ≥ $55K) are more likely to have higher attendance, growth, and engagement figures.

Clergy who perceive that they have healthy relationships (with family members, church members, colleagues, DS, & Bishop) are more likely to serve churches that grow.

The response of clergy from the Susquehanna Conference was overwhelming, indicating the perceived Importance of this topic.
(As evidenced by high survey response rate and # of phone calls/emails requesting inclusion).

Clergy perceptions regarding influences upon their leadership effectiveness are not necessarily a good predictor of measures of leadership effectiveness.

In areas where there is a high church density, churches may benefit from cooperative ministries to increase the number of small groups offered to their members.

Systems with high anxiety and low trust are likely to negatively influence measures of clergy leadership effectiveness due to a lower relationship influence score.

Further research to determine whether the spiritual maturity of laity has a relationship with measures of clergy leadership effectiveness is recommended.

Further research is recommended to explore whether the vitality of individual churches has a relationship with measures of clergy leadership effectiveness.

Further research of clergy from more conferences and possibly expanding the research scope to include all clergy leaders (not just seminary educated, ordained elders) is recommended.