The Enneagram and Pastoral Succession – Part 2

by Laura Clapp
Assessment Associate at NL Moore & Associates

This week, we’re doing a series on the Enneagram and Pastoral Succession. If you missed it, learn more about the other types by checking out Part 1 and Part 3 of this series here.

The Enneagram is a personality typing tool that helps us discover our 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 pastoral 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 Enneagram types 4, 5, and 6, 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 Four – The Individualist

Succession for Type Fours will be an emotional process. After spending years investing and creating the unique ministry and church they have led, they need to be aware of how their core fear of being emotionally cut off or mundane may impact them. When activated, the core weakness of envy will induce feelings of inadequacy, shame, emptiness, and despair. The Four’s desire to be seen as unique and special will be challenged as they let go of the source of their uniqueness. It is important for Fours to allow themselves time to grieve and process this life-changing transition. Taking the time to feel the emotions of disconnection and grieving the completion of this chapter will allow Fours to fully give themselves to what is next in life.  Celebrating and remembering the joys, growth, and accomplishments of the ministry will help the Four as they move forward. The Fours ability to feel so deeply will be beneficial, as they have a deep intuition for how others may process this transition. They are not overwhelmed by the emotions of others and can enter into those emotional spaces with compassion. The opportunity to connect with the members of their congregation on an emotional level will bring the Four joy and purpose in this transition. Seeing a new person filling their role may trigger the envy the Four struggles with. Their self-awareness and emotional maturity will be important factors in knowing if the Type Four can participate in the onboarding of the new leader.

Type 5 – The Investigator

Type Fives will approach succession using the wisdom, reason, and knowledge that is an intrinsic part of their personality. The Five will need plenty of resources to feel secure in the decisions that are being made. They will need to study, observe, and investigate the process of succession tirelessly. They desire to be capable and competent and will want to ensure all the bases have been covered to create a smooth and effective transition. Because of their need for privacy and time to process, the Five will likely come across as withdrawn and emotionally distant in the planning process. As a whole, the process may take longer for the Five than other types in order for them to feel prepared to hand over the leadership in a way that feels professional and thorough. When activated, the core weakness of avarice will hinder their ability to interact and make quick decisions. They want the opportunity to withdraw and conserve their resources in order to move through the succession process effectively. Be aware that a Five may have a tendency to hoard resources and withhold themselves from others. It is natural for the Five to minimize their own needs and limit their contact with others during seasons of stress. Type Fives may not be interested in engaging with the new pastor. As logical individuals who rely more on thinking than feeling, Fives must push themselves to engage in the emotions that this transition will bring. They will benefit from finding new things to invest energy into or to seek out an area of passion they can devote time to moving forward. 

Type 6 – The Loyalist

The Type Six leader is committed, responsible, and faithful to the organization and the people they are leading. Their qualities of loyalty and perseverance tend to result in longevity in their work and a deep commitment to those they are serving. This same loyalty could make engaging the process of succession a challenge for the Six. The shadow side of their strength is a fear of being abandoned and alone, without support or guidance. As their succession draws near, they may subconsciously transfer those fears to those they lead. Their core weakness of anxiety will rise up within the Six compelling them to think through all the worst-case-scenarios for the church and its people. If they feel forced into the process, they may become suspicious and skeptical of others, eroding their trust in those around them. As people who enjoy leading through collaboration, the Six will appreciate being able to be a part of the transition. They will trust the process more if given the opportunity to participate. They will want to know how the church will be taken care of, and by whom, so they can have confidence in passing the baton. Their ability to plan, think through possibilities, and care for the people will be an asset to everyone as leadership plans to select and call a new pastor.