Succession is natural and healthy. Pastors and church boards just need support to do it well.
The transition of a long-tenured pastor is often a once in a generation event. No one has experienced it before. Whether planning for the retirement of a founder, creating a succession plan for a 20-year pastor, or dealing with the complexities of an unexpected transition, we are experienced in guiding you through an evidence-based process with clarity and confidence.
The best succession plan honors your history and aspirations.
Many churches approach pastoral succession as a “one size fits all” exercise. But that would be like asking everyone in a room to wear the same size shoes and expecting a good “fit” for all. The reality is that different churches in different circumstances require different approaches.
What are your succession options?
Health to health hand-off, overlap, gap/interim, shared space, customized plan. Every succession plan could be the right plan depending on the circumstances. Let us help you move from intuition to information about the options that will work best for you and your congregation.
When should
you open the conversation?
The fact that you’re asking the question means it is on your horizon. We often work with churches who are just beginning the conversation, or who are within the 5 year window of this important season.
Who should
begin the conversation?
The planned transition of a long-term pastor should be addressed thoughtfully and confidentially with pastor and board before engaging others. We can work with you to craft a timeline and communication plan that empowers confident leadership and avoids the “lame-duck” effect.
A Succession Plan Includes:
1
Transition Planning
Understanding your story
Congregational health assessment
Pastor and staff assessments
Departing pastor coaching
Update internal documents
On-site interviews
Orienting leaders
2
Search Planning
Approving a Candidate Profile
Clarifying non-negotiables
Search team coaching
Telling your story
Actively reaching out
Assessing candidates for fit
Final selection
3
Start-Up Planning
Onboarding
Set transition timeline
Passing the baton
Unpack assessment data
Fit to the team
Start-up coaching
Search guarantee
EVERY LEADERSHIP TRANSITION IMPACTS THE MOMENTUM OF MISSION. NL MOORE & ASSOCIATES WORKS WITH YOU TO CRAFT A TAILORED SUCCESSION PLAN THAT MINIMIZES THE RISKS AND MAXIMIZES THE POTENTIAL DURING SEASONS OF LEADERSHIP CHANGE.