Condensed from “Succession Planning”, NL Moore & Associates
In the next 10 years, more than half of all churches in America will go through a pastoral succession.
There are not enough students in seminaries today to fill the empty pulpits that already exist and many of these students do not plan to enter pastoral ministry.
The increase in need (aging, Baby Boomer pastors) plus the decrease in the number of young pastors available = greater competition among churches of a given size for qualified candidates.
The market is tightening and the work of finding qualified candidates is more difficult than ever.
17% of churches are planning for the succession of their pastor.
51% of incoming pastors say there was no plan before the previous pastor began to transition out.
33% of incoming pastors report that a lack of planning created extreme difficulty or major obstacles to a smooth and successful succession.
People are afraid that the pastor will feel that he is being kicked out of the family.
To the pastor it feels like death or abandonment. Some fear to broach the subject thinking they will “open a door which they won’t know how to close.” Others fear that they will become “lame ducks.” Still others don’t know who they will be, if not pastors, as their identities as believers are totally enmeshed with their pastoral roles.
Some pastors feel that they cannot afford to step down. Some of these lost their savings during the last recession.
Church boards don’t want to tackle the issue because the members do not feel that they know they’re doing.
Churches fear losing their identity which is wrapped up in the ministry of the pastor. Church members also fear losing members during the transition.
Research suggests that 20% of us are chronic procrastinators. If one in five board members are procrastinators, this difficult topic gets delayed indefinitely.
When a succession is planned in advance, pastors and church leaders are able to map out the shift in leadership without emotions and time pressure being thrown into the equation.
Financial concerns and realities for the pastor and the church can be meaningfully addressed.
The pastor has time to develop and embrace a vision for his own future.
The congregation responds positively when thoughtful plans have been crafted to include them, guide them and protect them throughout the season of change. Church members want to know that their leaders, both lay and professional, are thinking and praying conscientiously about the church’s future.
Prospective candidates respond more positively and confidently to following a long-term leader when a planning process has been engaged. No one wants to risk being a “sacrificial lamb” or an “unintentional interim pastor.”
What concerns do you have about your eventual succession?
Do you have a plan in place in your church?
What do you believe God wants you to do after retirement from your current ministry?
Have you talked to your board about your transition out of your ministry?
If not, when are you going to bring this up?
How are you going to avoid being, “That Guy.” “That guy” is the pastor who stays too long, won’t let go of the role, becomes insecure after his resignation, interferes with his former church, undermining the ministry of the new pastor, etc.
What are the fears that could cause you to stumble going out the door?
Are you financially prepared for retirement? What’s your plan?
What are you doing to ensure a positive legacy at your church?
How could your “shadow side” sabotage your succession?
Do you have a plan for where you will live and worship after retirement?
Are you someone who can stay in the church you formerly led and be a positive force who is loyal to the new pastor, or is this something you should not attempt?
What does your wife think about that last question? How about your board members?
What will it take for you to release your ministry well?
What will you need to do to prepare your church and board for your transition out?
What is the biggest challenge your successor will face?
Are there conflicts or issues in your church which you might be able to address now so that your successor doesn’t have to face them?
Are there staff or board issues (or persons) which need to be dealt with before you transition out of your ministry?
Broach the issue with the board earlier, rather than later.
As the transition of a pastor is both spiritual and material, both aspects will need attention. Many boards over-simplify the process.
Your church will need you to be the leader in this process – in the sense that you are the one who will need to broach the issue – just as you have needed to be the leader in every other process and situation. If you are the founding pastor, your board members may have no experience with this.
Let your board know that while you have provided leadership by broaching the issue, they will have to lead the church through this process and you will trust and support them in it.
Encourage your church leaders to seek objective help from a denominational leader or consultant. They are there to help!
Encourage your church to seriously consider procuring a trained and coached interim pastor. Today’s interim pastors are experts at taking churches through the dangerous waters of pastoral transitions, just as a harbor pilot is skilled at taking vessels through the dangerous passageway of a unique harbor.
