Have you ever heard when an athlete or actor announces their retirement with a big public statement, only to suddenly pop back up a few months later as if nothing ever happened? That “just kidding” attitude can be a little confusing and even frustrating for fans. While it doesn’t really affect anyone’s personal life, this kind of back-and-forth isn’t limited to the world of sports and entertainment. It also happens in ministry, and the impact on a church community can be significant. These same things relate to various roles within denominational and missions agencies; the higher up you are in the organization, the greater the impact.
You may have experienced a ministry leader hinting at a future change or even setting a retirement date, only to change their mind later. This can create a whirlwind of emotions for the congregation or organization —from panic and confusion to relief and joy. Making a premature announcement can really cause a lot of chaos for the leadership, the church body, and the pastor’s own family. You might be asking, “Why? Isn’t it always best to be honest and open?”
I grew up in a church that handled succession incredibly well. Each pastor served for a specific season, perfectly suited for that stage of the church’s life. The church is still thriving today, and I think one reason is because of this thoughtful, very intentional approach. What I remember most about the transition from the founding pastor to his successor was how the new pastor honored the one who came before him. Every year on the church’s anniversary, all the former pastors would be brought on stage one by one. They’d greet each other with big smiles and warm embraces, standing side-by-side to applaud their successors and worship God together. It was a beautiful picture of unity and respect. When a pastor felt it was time to move on, they never announced it until they were absolutely certain it was the right decision and were ready to take the leap.
Unfortunately, pastoral transitions aren’t always that smooth. The plan to leave can get easily derailed or second-guessed, leading to a lot of confusion. If you are a leader contemplating a transition, this blog is for you.
As a leader who has a friend or colleague contemplating a transition, you can help them navigate this season by guiding them through three key stages.
Three Parts of the Succession Transition
- Pre-Transition: Make your Decision
- Transition: Work your Plan
- Post-Transition: Land on Your Feet
This blog will focus on the Pre-Transition stage: Make your Decision
The first step is to determine if you genuinely feel called to leave or if this is a recurring feeling of dissatisfaction that will eventually pass. A good way to gauge your seriousness is to consider telling your spouse. Once a public declaration is made, the transition has officially begun. Be certain before taking that step.
This is where I believe 80% of the problem with succession plans lies. Why?
Chances are, by the time a leader verbalizes, they are thinking of making a change, they have already made the decision. For this reason, I have done my best to encourage leaders to “slow your role!”
Slow Your Role!
I know from personal experience what it feels like to get in your head when contemplating a transition. When I was preparing for a transition, I thought I needed to communicate with all of the people with whom I had relationships in the organization where I served. Well, my good intentions resulted in some major blowback. I realized some important lessons after the fact:
- Be certain – Once I made the decision that I was leaving, it was important that I stuck with it.
- Be careful with whom you communicate – I kept the circle very small, perhaps too small, but it is probably better to keep it tight so that you “control” the narrative. Once it goes public, you have lost your ability to influence what people think.
- Be mindful of what you communicate – I in no way wanted to be critical of the organization where I had served, so I did my best to communicate my gratitude. The reality is, no matter how well you communicate, some people will be surprised, disappointed, angry, etc.
- Be empathetic – I paid attention to how I communicated my transition as much as or more so, what I communicated.
- Be aware of blowback – Unknowingly, I upset people, which made the interpersonal dynamics really difficult.
One final thing. Don’t overcomplicate the transition. Do what you need to do and then move on!
Things to Avoid
- Emotional Decisions: Some leaders might feel an urge to tell their board too early, before they’ve truly settled on their decision.
- Temporary Urges: A season of frustration, anger, or burnout can make a pastor want to leave. The pandemic, for example, caused many pastors to question their calling. Discern if this is a temporary feeling or a true calling to something new.
- Don’t Attempt it Alone: Find a trusted friend or confidant that you can verbally process this with, taking into consideration the emotional, spiritual, and organizational ramifications. Someone to guide and advise, not to dictate your next move. Remember, this is your journey, and you need to make the decision that’s right for you.
Reflection Questions – (if you are contemplating a change)
- How long have you been considering this change?
- Who have you shared this with, and what was their reaction?
- Have you talked with your spouse about this? What did they say?
- What is your true motivation for wanting a change?
Succession is a Process
Succession is a process, not a single event. A decision of this magnitude has a ripple effect and will be met with a wide range of responses. Prepare for the possibility of pushback or unexpected reactions. For instance, some people in the congregation or organization might be happy about the departure, which can be a difficult surprise. Talk through all the possibilities with a trusted friend and how to prepare for them.
Reflection Questions (if you are helping a leader prepare for a change)
- How does this potential change fit with what you believe God is doing in your client’s life and ministry?
- What has contributed to this decision?
- Do you believe this is a wise move for them?
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Transition: The Logistics
Once you inform your board, staff, and other key decision-makers, everyone will immediately begin wondering, “What’s next?” This is a great time to introduce a successor. A transition period of three to nine months, where the new pastor can overlap with the outgoing one, can be incredibly helpful. This allows the successor to ease into their role and ensures there’s a clear exit plan for both the pastor and the church.
Post-Transition: A New Beginning
As a coach, you’ll want to help your client prepare for what happens after they leave. Talk with them about a few key things:
- Financial stability: Can they provide for their family right away?
- Purposeful work: Are they moving to a role where they can use their gifts to their full potential? Ideally, this new move should align with their mission or passion.
- Managing expectations: It’s important to remind your client that a new job or phase of life requires time and adjustment. Immediate results are not always guaranteed.
Photo by Håkon Grimstad on Unsplash
