Change often comes in the form of a leadership transition.

Working with churches and ministries to ensure successful succession planning.

How does a Pastoral Transition begin?

Churches spend a lot of time being very intentional about how they bring in a new pastor. Unfortunately, we aren’t as good at intentionally bringing that season to a close.

A Pastoral Transition is either initiated by the pastor or the church and at some point, there is a party unaware of the coming change.

Change is an inevitable part of the lifecycle in ministry.

 

No one ever said change was easy, but at every step in the transition process, it is vital to handle it with care.

At Pastoral Transitions, we specialize in helping ministries navigate leadership transitions and have seen firsthand how a well-planned process can preserve unity and pave the way for a successful next season of ministry.

What is our process for succession planning?

 

Ministry Assessment

Our ministry assessment is designed to help identify the strengths and challenges of your ministry. We’ll meet with key leaders, review your history and documents, and conduct a survey of those who are part of your ministry. This helps us gain a clear understanding of your current reality so that we can help you chart a course for the future.

 

  • As we seek God in this process, we spend time re-examining the original calling and vision of the ministry. Has it changed? Is there common clarity amongst the team? When we understand where God is leading, it becomes easier to identify the right person for the next season.

  • We work to identify successful potential outcomes and take steps to make them measurable where possible. To do this, we must also take an honest look at the current state of the ministry and determine what is and is not working.

  • We will analyze the strengths, weaknesses, opportunities & threats to the ministry model. This perspective helps inform our decision-making and gives us a better sense of what kind of leader is needed for the next season or what changes might need to be made to the ministry model itself.

  • This analysis helps to understand the donor support stakeholders better and look at support criteria to assess the strength of the donor relationships. Getting clarity on the impact of a transition on those who support the ministry financially is crucial to stewardship in this process.

 

Leadership Assessment

Different from our ministry assessment, our focus on leadership is to identify the unique gifts and strengths of the individuals who make up your leadership team. We’ll conduct one-on-one interviews, review documents, and give personality assessments to understand each leader’s gifting and calling.

 

  • Our assessment of the founder and key stakeholders helps to understand current leadership giftings and capabilities. Gaining perspective on how the ministry has come to this point and what has been the source of strength and success is important to move forward in a healthy way.

  • Finding clarity on the current leadership's commitment and future transition plans is necessary. There are unspoken expectations during any leadership transition, and getting everyone on the same page helps avoid misunderstandings and conflict.

  • As we assess the organization's health, we look at things like team morale, communication, conflict resolution, and overall cohesion. We also seek to understand the church or ministry's beliefs and values regarding succession planning. This helps to ensure that we are aligned with the organization's culture and values as we move forward.

  • In order to identify potential leaders for succession, we must first understand the leadership bench strength. This will give us a better sense of who is currently being developed and whether or not there are gaps in our leadership development pipeline.

 

Transition Plan Creation

Once we have gleaned all of this information, we put together a comprehensive transition plan that includes all of the necessary steps to ensure a smooth and successful transition. This plan will be tailored specifically to your ministry's unique needs and circumstances.

 

  • What needs to be accomplished through this transition? Setting expectations and creating measurable goals after the assessment process helps to ensure that everyone is on the same page and that the transition process is successful.

  • We invest time in discussing and mapping out potential transition solutions based on ministry goals. This clarifies the pros and cons of each option and gives everyone a chance to provide input before a decision is made.

  • With the end goal of ensuring the ministry not only carries on but thrives long-term, we work with the current leadership to create a development plan. We identify any ministry changes that need to be made going forward and map out the steps to realization.

  • We work to identify a future leadership structure and the potential for candidates inside or outside the organization and then create the roadmap to get there. This plan takes into account the need for training and development of current staff and identifies key roles that need to be filled.

  • After all is said and done, we combine the ministry and leadership plans to create a comprehensive Transition Roadmap. This document becomes the blueprint for the transition and ensures that everyone is on the same page regarding the next steps, timelines, and expectations.

The succession planning process involves far more than a simple find and replace.

This is real ministry, and these are real people who will be impacted by the transition.

Here are five steps to consider along the way:

1. Prayer.

Prayer is the first step and every step along the way. As you navigate this process, it's important to remember that God is in control and He has a plan for your ministry. These conversations don't take place in a vacuum nor do they take place behind God's back. He is very much a part of the process and it's important to seek His guidance throughout.

2. Acknowledgment.

Acknowledging the transition is going to happen. Too many organizations leave this conversation toward the end of the tenure of the outgoing leader, which can cause unnecessary stress and conflict. It may even surface a timeline the organization wasn't ready for, resulting in a rushed and less-than-optimal transition. The best time to talk about the end of someone's leadership role is at the beginning. This way, there can be an open and honest conversation about the next season of ministry and how to best prepare for it.

3. Future-Casting.

The third step is to begin thinking about what you want the future of the ministry to look like. A change in leadership could represent a change in direction for the ministry, so it's essential to be clear about the vision and values of the organization. This is an opportunity to dream and think big about what God is calling your ministry to do. It's important to remember that this is a time of change and new beginnings, not an ending.

4. Planning.

The fourth step is to develop a plan for a successful ministry succession. The word succession has its roots in the Latin word for "follow." And that's exactly what succession planning is - making sure there is a plan in place for who will follow the current leader. This is also a good time to consider what kind of support the outgoing leader will need during the transition. They may need some time to adjust to their new role and it's important to be sensitive to that.

5. Candidates.

The fifth step is to start building relationships with potential candidates for the role. There has to be clarity as to whether your team is trying to bring in a culture-changing agent or someone who will stay the course and drive the current vision and values of the organization. The most important thing is to take your time and find the right person for the job.

If you're considering a leadership transition in your organization, let’s talk.

We specialize in helping ministries navigate leadership transitions and can support your ministry through this time of change.