by Laura Clapp
Assessment Associate at NL Moore & Associates
Pastoral succession is a unique time in a pastor’s life. It represents the culmination and completion of years of investment and service on behalf of God’s people. All transitions come with challenges, but this one, in particular, brings with it a fresh wave of thoughts, emotions, and realities that activate our personalities in sometimes unexpected ways.
Often, pastors we work with in the process of succession say something like, “Please don’t let me be that guy.” They have heard the stories of pastors who struggle going out the door, and they sincerely desire to transition well and to leave a positive legacy. We want that too.
Everyone has a “default mode” or “auto-pilot” in the way they function. These default settings of our personality are so natural to us that in everyday life, we may not even notice them. In seasons of change or stress, however, these behaviors become fueled by our core motivations. How we respond and manage them makes all the difference.
The Enneagram is a personality typing tool that helps us discover these core motivations and how we can live out the healthiest version of who we have been created to be. This is especially important during a season of succession. The Enneagram can help provide self-awareness about how this particular season may impact pastors so they can lead well and finish strong.
“The capacity of a leader, or a group of leaders, to face their own shadow side through the power of Jesus Christ is critical to effectiveness in the succession planning.” This profound statement from the succession-planning classic, The Elephant in the Boardroom by Crabtree and Weese, points us to the value of the Enneagram. This tool offers understanding about the potential shadow side of our design. By raising our awareness, we can proactively pursue a transition that is healthy for both the pastor and the church.
Let’s take a look at the potential shadow side of each of the nine Enneagram Types and how pastors can overcome or navigate them as they pursue a healthy succession. This post covers the first three Enneagram types, but stay tuned for the rest of this three-part series where we’ll cover the remaining types and how they might react during the succession process.
Type 1 – The Reformer
Ones will approach succession wanting to do it right. They have a strong, instinctual sense of right and wrong. They may try to control the process in order to see it is done correctly. They have a strong inner critic that may, relentlessly at times, attack or berate them. This can cause them to place extremely high standards on themselves and others. When activated, their core weakness will cause them to function out of a place of resentment leading to continual frustration and dissatisfaction with themselves and those around them. Their desire for perfection may cause them to delay the process wanting everything perfect before they leave or wanting to make sure the process is completed perfectly. This is challenging because every process is imperfect in some way. It may be optimal for the One to make a clean break from the position, giving church leaders or the new pastor the freedom to lead without the One hovering over them, potentially controlling or criticizing their imperfections.
Type Two – The Helper
Twos will approach succession thinking about the needs of their congregation, wanting to care for, nurture, and lead the church through the emotional realities that accompany this season of transition. Because Twos are so focused on the needs of others, they can move through this time without attending to their own needs which creates an emotional deficit that leads them to feel unwanted, unloved, and dispensable. When activated, their core weakness of pride will unknowingly rise to the surface causing them to believe they are the only one who knows what their congregation needs. This may make it hard for the Two to make some of the tough decisions or to release ownership of the process to others. They may prioritize the emotional needs of individual members of the congregation above the organizational needs of the church overall. The Two may benefit from a short overlap in their departure so that they can come alongside their successor to discuss the care of the congregation and ensure the church will be nurtured by the new pastor. Twos may benefit from time to process their transition with someone outside of their church circle; someone who will challenge them to confront their own emotional needs that may otherwise be overlooked and neglected.
Type Three – The Achiever
Threes will approach succession with the desire to be the best and do the best through the process. The drive for success, maximum efficiency, and achievement will lead the Three to deny any emotional vulnerability and insecurity that may come with the scrutiny of the organization and their leadership of it. They will desire to leave their position looking competent and successful in the work they did. The Three fears their self-worth is only gained through their accomplishments. To compensate, they may feel they are the only person who can lead this church and may try to stay longer than is beneficial. Their charisma and polished persona may create a following amongst the congregation. They could plant seeds of conflict and division around the succession process if the Three is not on board with the timing and details. When activated, the core weakness of deceit will lead the Three to embellish the truth, cover up their weaknesses, and hide any feelings of self-doubt and anxiety they might be feeling as a result of the succession process. Their identity has been intertwined with their work, and the process of unraveling that could be very painful for the Three. Their struggle to release ownership of the church could make it difficult for them to hand over the reins to the next leader.
As you approach succession, how might Enneagram inform your process? Knowing your Enneagram type can provide you with personal insight. It also empowers those working with you in the planning process to craft the healthiest succession possible for you and your church.
We are here to help. If you would like information on how NL Moore & Associates can help you and your team strengthen your understanding of one another, please reach out. We would love to speak with you.
Check back soon for the next blog post in this three-part series!