Most organizations will undergo a change in leadership. When key people retire or decide to move on, an institution’s performance could suffer. The key to working through a leadership transition event is strategic succession planning.
Churches are not immune to leadership changes. It is an especially delicate time when a church’s key leaders decide to step down from critical roles for the ministry. A plan that deals with this moment is necessary to make the transition smooth.
Our law firm has seen succession processes that worked well. The church leadership had a firm handle on the needs of the ministry, worked through an organized procedure, and led the congregation through an emotional season. We have also seen situations where the process could have been handled better.
When a succession event went awry, the leaders lacked a plan to follow. There was no coordination of efforts for communications, vetting candidates, conducting a search, and managing the changeover.
It is essential church leaders take a proactive approach to succession planning. This preparation is a part of church leadership fiduciary duties. Effective corporate governance impresses upon management to be prepared for an eventual transition. This preparation will lead to better outcomes.
A church can get guidance for succession planning by hiring an experienced consultant. A trusted advisor can help the church develop a plan by identifying credentials for the future, establishing a strategic vision and establishing protocols for the transition.
Some churches seek to grow and develop internal talent for new leadership. In such instances, a development plan is implemented for a few selected candidates. These individuals are trained on the rigors of general church management. They learn about church financial manage, corporate governance, strategic planning, operations, and public relations.
Future church leaders may benefit from role assignments. Rotating emerging leaders through the various functions of the church builds valuable experience. This exposure can help up and coming leaders with the insight needed to decide if this management track is what they truly want.
Succession planning must accompany a church’s strategic planning process. Thinking about how the church is growing helps determine the kind of talent needed to lead the ministry of the future. While new leaders offer an opportunity to inject a new vision for the church, the new vision often begins with a recognition of the current ministry.
Church leaders may decide in advance what kind of search they will conduct when a transition in a leadership position occurs. The search may exclusively include internal candidates. Internal candidates are likely already familiar with the church culture. The leaders may expand the search to include external prospects. Outside candidates may bring new energy and fresh approaches. Knowing the church position in advance makes it possible to act effectively.
Despite the search preferences, a church may find it beneficial to engage a development plan for its emerging leaders. The plan may offer mentoring opportunities, leadership skills, and public speaking occasions.
One of the advantages of a development plan for internal talent is the church can reap the benefits almost immediately. These budding leaders are offered the chance to put their new training to use for the ministry. The return on this training investment begins in real time.
Church leaders should keep all stakeholders in mind when working on a strategic succession plan. Taking action now can lead to a more prepared ministry when the inevitable comes about.