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
2
Search Planning
3
Start-Up Planning
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.