As Steve Jobs has stepped aside at Apple due to health
issues, a number of folks have weighed in on the topic of succession planning
for CEOs, especially those who are the entrepreneurs who founded their
companies or have been the driving force to take their organizations to new
levels. The truth is that most leaders
don’t want to think about this. For some
it may be the feeling that they are indispensable. Sometimes their shareholders
embrace this idea as well. For others,
to consider stepping down would a concession to their own mortality. They just don’t want to let go.
Churches rarely do a good job in succession planning. When long-time pastors leave, they are
usually followed by a person (although competent) who doesn’t last long. He or she is, in reality, the interim before
another long-term pastor comes on board.
This happens in medium or large size churches and does not even consider
the challenge that a Willow Creek or Saddleback will face when their founding
pastors—Bill Hybels and Rick Warren, respectively--step down (if they do). Robert Schuller couldn’t do it nor could W.
A. Criswell. They stepped back, but
their influence was still front and center.
In large to medium-sized churches, long-serving pastors
rarely have the opportunity to help in this process. Although they may be respected by many in the
congregation, lay leaders would rather that they move out of the way and let
someone else make that decision. When veteran
pastors are given the chance to help, their experience can be invaluable as they
can work with the church in this process.
The decision does not belong to the outgoing pastor, but his or her experience
can ease the transition.
In this process, the church can identify a likely candidate
internally or externally and begin grooming the person for that position. If
they are nor currently on church staff,
the new pastor can be brought on board in an “associate” or “teaching pastor”
role and be given time to adjust to the congregation and vice versa. Even so, there must be a clearly defined “endgame”
and a specific date that the former pastor will step aside and relinquish his
or her role. I know of two examples of churches
that identified a gifted staff member with pastoral leadership potential and moved
that person into the pastoral role when the long-term pastor retired. They are still there after several years and the churches are thriving.
This is not easy and demands transparency, trust, and
commitment on the part of the church, the outgoing pastor, and the
pastor-elect. When this works, the
church benefits since it does not lose ministry momentum, members, or financial
support and avoids a period of uncertainty about the future (they will find
enough causes for uncertainty elsewhere!).
There are good examples of this process in church life. We need to identify those churches and
denominational entities that have implemented smooth leadership succession
plans and learn from them.
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