If you have spent any time in ministry it’s likely you can point to an example of a pastoral succession that did not go well. In the “marketplace of ministry,” stories abound. Within the past month I have heard succession tales that could be titled with any of the following:

  • The Pastor Who Stayed Too Long (or the pastor who teases about succession but continually pushes back his transition date)
  • The Pastor Who Lost The Game in the Bottom of the Ninth (or the pastor who tanked a long-term ministry going out the door)
  • The Unfortunate Gap Hire (or how a church mistakenly hired a pastor who filled all the gaps of the former pastor)
  • The Unintentional Interim (or how we thought we were hiring the next long term pastor but didn’t).
  • The Painful Succession Process (or when lay leaders struggle to know what to do and inadvertently foster a painful transition for the departing pastor, incoming pastor and congregation)

Whether the result of personal experience in a church or an anecdote heard “through the grapevine,” the topic of pastoral succession strikes a bolt of fear in the heart and mind of many pastors and church leaders.

If poor examples in succession teach us anything, it is to intentionally pursue a better way.  

More than ten years ago my colleague and mentor, Russ Crabtree, authored a book called The Elephant in the Boardroom that brought the topic of pastoral succession to the forefront of church board conversations. After a decade of hard data and even harder won experience, Russ followed that book with another called Owl Sight, which introduced an Organizational Intelligence approach that empowers church leaders to stop guessing about how to get it right. An Organizational Intelligence approach offers a thoughtful and effective way to engage and equip both leaders and congregants with a succession process that is inclusive, evidence based and customized to the realities of their particular congregation. And best of all, it works!

After a 2,000 year history, technology affords us tools that allow us to listen broadly and in real-time to understand the perspectives, experiences, aspirations and priorities of church members with a breadth and depth as never before. The impact of innovation is similar to the introduction of x-rays in medicine. Instead of exploratory guessing, we can now see with some precision what is happening inside a church body as it anticipates and plans for leadership succession. We can tailor resources to the particular realities and circumstances of the church instead of resorting to a “one-size-fits-all” approach.

Using an Organizational Intelligence approach, church leaders can work toward a common vision for succession that is grounded in the evidence that comes from their church. Guided by more than a decade of best practice, this approach serves to honor the distinctions of a particular congregation and to build up the Body of Christ (Ephesians 4:16) in the process.

Planned or unplanned, pastoral transitions will occur in the life of every church.  

Understanding the realities of your culture and circumstance are an essential first step in crafting an effective succession plan. Whether planning for the retirement of a founder, creating a succession plan for a 20-year pastor, or dealing with the unexpected resignation of a leader, the Organizational Intelligence approach works.

Rather than fearing pastoral succession for all its risks and complexities, an Organizational Intelligence approach equips the church to move forward into the season of pastoral change with purpose, hope and confidence.

NL Moore & Associates offers a full range of succession planning services utilizing an Organizational Intelligence approach. Please reach out if we can help your church plan for the successful transition of your pastor. www.nlmoore.com