I asked my son the other day if he still liked his job. "I love it," he said.
His work involves everything from being cursed at to wrestling resistant suspects, from driving all night to never knowing who has a gun or knife, from stopping cars to handcuffing suspects, from remembering legal codes to writing reports, from dressing in full SWAT regalia to dressing up to testify in court. He's a police officer, and such duties come with the profession. You couldn't pay me enough to take his job. I'm not "wired" or trained for it. But he loves it.
Are you "wired" and trained to be a Transition Pastor? Transitions are the front lines of the troubled church. Transition Pastors usually arrive after a pastoral failure, a split, or some other crisis that has exposed sin and weakness in the church Most transitions require a turnaround.
So, what is a turnaround pastor? Dr. Gordon Penfold's research on effective turnaround pastors revealed that such leaders tended to be high in the "˜D" and "I" traits of the DiSC profile. These leaders can be described as
Directive and Interactive and who have an active, outgoing approach to life. The Directive leader tends to be task -oriented, dominating, directing, demanding, determined, decisive, and focused on doing. Interactive leaders are more people "“oriented, inspiring, influencing, inducing, impressing, and interactive.
On the other hand, S and C leaders ("supportive" and "corrective") describe a passive, reserved style. "S" types tend to be people-oriented, steady, stable, shy, security-oriented, servants, submissive and specialists. "C" types are task-oriented, cautious, competent, calculating, compliant, careful, and contemplative.  It seems reasonable to conclude that passivity and reserve are unlikely predictors of success for anyone assigned to tackle the challenges of a troubled church.
Does this mean that only those testing high on the left half of the DiSC need apply for transition ministry?  Are those with strong tendencies in "S" and "C," a poor match for such service? If God sovereignly calls and equips individuals for service to the church, are not S's and C's also valuable leaders? "Yes" may be the right answer, but it does not mean that every individual is suited for any role. The question is not value, but the appropriateness of certain strengths for certain settings.
Here are some initial questions for transition pastors, whatever our DiSC scores may indicate.
- Personal: How self-aware am I? Do I understand and accept my strengths and weaknesses? How do I express introversion or extroversion? What is my hiding style? How am I insecure, defensive, or emotionally needy?
- Relational: How do I relate to people? Am I suspicious or trusting, interpersonally mature or immature, a listener or a talker? Do I have clear boundaries? Do I like people? Do they like me? Can I bond and connect? Can I confront and not just be "nice?" Whom do I still need to forgive or ask forgiveness?
- Spiritual: What are my spiritual gifts, and how has God used them for His glory and the good of His people? How am I growing spiritually? Am I morally pure? Am I experiencing freedom from addictions and bondage? How is my prayer life? How have I experienced brokenness and healing?
- Experiential: What experiences do I have that would help a troubled church? What have I learned from my ministry successes and failures? Why am I interested in ministry? What keeps me motivated to serve the church? Is leading about me, or others? How have I taken risks, and what will help me overcome my fears in the future? Am I willing to do what needs to be done, however costly?
- Situational: Are my gifts, personality and experience the right fit for the church I will serve? Can I bring health to this situation?
- Teachable: Do I have a coach? Am I willing to take his direction, particularly in those areas where I am reluctant to act?
Are you "wired" and trained to be a Transition Pastor? Count the cost, and make a difference.
 Gordon E. Penfold, "Turnaround Pastors: Characteristics of Those Who Lead Churches from Life-Support to New Life." A paper presented to the Great Commission Research Network November 11, 2011 at Biola University.
 The DiSC Profile has limitations. At best it is descriptive, not predictive or prescriptive. One respected psychological testing company will not recommend it because "The clear lack of data to support this instrument should preclude its use. " [http://www.psyasia.com/support/Knowledgebase/Article/View/289/0/does-psyasia-offer-disc-or-disc-training].