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High-risk situations. We all know of certain types of people, places, or situations to avoid if we want to keep ourselves from harm. When we think of these high-risk settings, churches don't usually come to mind. However, a recent nationwide study conducted for Your Church reveals that some churches can be a toxic environment for pastors and their careers.

In the first part of this series on forced exits we learned that a third of all churches forced the previous pastor to leave, and a fourth of all current pastors have been forced out at some point in their career. (Forced exits is used to describe both terminations and intense pressure to resign.) Approximately four out of every ten who have been forced out have not yet returned to pastoral ministry. This second report on forced exits will focus on the churches that repeatedly force pastors to leave. (The first: March/April Your Church.)

The majority of ousted pastors (62%) were forced out by a church that had already forced out one or more pastors in the past. At least 15 percent of all U.S. churches fall into this category, having forced out two or more pastors. On average, these churches have forced out three to four pastors. Most alarming: 10 percent of all U.S. churches, having forced out three or more pastors, can be called repeat offenders. These are the churches most likely to force out the next pastor that comes along.

The driving force behind a pastor's forced exit is most often (43% of the time) a small faction within the congregation. The second largest catalyst to effect a pastor's ouster is a member (or members) of the church governing board. Only in four percent of the cases was a large portion of the congregation directly involved in driving the pastor out.

The typical size of the small faction that forces a pastor out is seven to ten people (or just 3 to 4 percent of the congregation). The majority of forced-out pastors (69%) attempted to resolve the conflict by going to this faction to discuss the reasons for their termination. Overwhelmingly, those who tried to talk with the detractors found the encounter to be unproductive (42% not very helpful; 37% not at all helpful).

Two-thirds of the churches that forced a pastor out did not make the real reasons for the departure known to the entire congregation. In fact, in only one in five churches was it known for sure that the real reasons were revealed.

Only one-fourth of ousted pastors believe the church was completely honest about its history (including an appraisal of existing patterns of conflict) during the candidating process. In fact, the majority of these pastors (51%) feel church leaders were deliberately dishonest with them when they candidated.

From the time conflict flared up within the church, pastors who were terminated typically left the church more quickly (within three months) than those who were eventually forced to resign (within seven months). Six in ten (59%) were given no severance package. Those who did receive severance pay typically were given three months' salary.

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