Elders! Help Put the “Success” in Succession!

By Gary Johnson

Simon Sinek’s Start With Why (Portfolio/Penguin, 2009) is a must-read for leaders. In it, Sinek unpacks his “golden circle theory,” compelling leaders to start with knowing why they do what they do, then move to understanding how they do what they do, and ending with grasping what details are essential. Borrowing from Sinek’s theory, here are some thoughts as to why elders must be fully engaged when the lead pastor transitions out and a new leader arrives, how elders are to be involved, and what must matter to elders when this transition takes place.  

A common and well-known term for pastoral transitions is succession. A lead minister’s transition (i.e., succession) is one of the most risk-laden seasons of ministry. Succession is a journey, not an event. If succession is not done effectively, it may result in the loss of momentum, people, resources, and more. Fully engaged elders help put the “success” in succession.  

Start With WHY.  

Why must elders be fully involved with succession? The Apostle Paul answered that very question with, “Now it is required that those who have been given a trust must prove faithful” (1 Corinthians 4:2, New International Version). Elders have been given a trust, that being to faithfully lead the local church. Our God-given trust includes planning for succession.  

The late Bernie Madoff owned an investment security firm that absconded with an estimated $65 billion from individuals, companies, and organizations. He had been given a fiduciary trust, and he did not remain faithful, causing untold suffering to thousands of victims. As elders, we have been given a trust to effectively lead the local church. If we fail to engage in the succession process, we run the risk of a failed succession. We cannot hand this responsibility to others. It is our responsibility to own.  

Move to HOW.  

How must elders be fully involved in succession? Simply said, elders are to oversee the entire process. One of the Greek terms for elders is that of “overseer” (episkopos). We do not need to get down in the weeds, doing every task connected with succession. Instead, from a proverbial 36,000-foot elevation, we oversee the search for (and on-boarding of) a new lead pastor, while providing for an honorable retirement of the current lead pastor.  

Just as a farmer prepares the soil for a new growing season, elders need to prepare the congregation to enter into a new season, that being succession. To that end, elders must begin this season with fervent, prevailing prayer, asking the Lord for his counsel, compassion, and courage. Jesus said that we are to “ask the Lord of the harvest . . . to send out workers” (Matthew. 9:38). Elders need to take Jesus at his word, asking him to provide the local church with this specific “worker.”  

All too often, elders fail to take the lead in this necessary season. It may be that the elders fear hurting the feelings of the current lead pastor or even fear potential criticism of people in the church for moving in this direction. Yet, through heart-felt prayer, elders are strengthened by the Holy Spirit as he reminds us that succession is part and parcel of the life cycle that we all experience, no matter our vocation. The Spirit reminds us that succession is seen throughout Scripture (i.e., Moses to Joshua, Elijah to Elisha, Paul to Timothy, et al). Similarly, succession is a natural and necessary season for every congregation.  

After bathing succession in prayer, elders should then establish what the process will involve. Some of this may be predetermined by requirements in church bylaws. However, elders must oversee this process by deciding if the search will be internal (i.e., someone is hired from within the church), external (i.e., someone is hired from outside the church), or if the search process will be a both/and (i.e., internal and external search). Being that a lead pastor is a key spiritual leader of the church, elders should ideally serve as the “search team,” assessing who is the most gifted and called individual to serve in this role.  

Before the search begins, it is vital for the elders to determine the position profile. A profile will provide candidates with a ministry description that clearly states responsibilities and expectations of the lead pastor position. Additionally, the profile must list education and ministry experience requirements. Though not publicized, elders need to determine the salary and benefits package for discussion with a candidate. Once the profile is complete, the elders need to oversee the posting of the ministry position in as many places as possible, and once applications begin arriving, elders need to oversee the triage process of the candidates (i.e., interviews, site visits, vetting questionnaires, preaching critiques, reference checks, personality assessments, etc.).  

Elders cannot offload this responsibility to others. As shepherds (i.e., poimen), elders know the congregation best, and because of their oversight, elders can onboard the most likely individual to effectively lead the church. Always keep in mind that a wrong hire is the most expensive hire.  

A critical part of succession is to acknowledge and appreciate the ministry of the retiring pastor. Once again, the elders are responsible for overseeing this pivotal aspect of ministry transitions. Hopefully, the soon-to-retire lead pastor will have already initiated the conversation about retirement with the elders. Then again, if he does not do so, the elders must lovingly address this reality as the health and wellbeing of the “Bride” (i.e., congregation) is of great importance. Elders must oversee how the retiring pastor can be celebrated as his ministry draws to a close, which includes giving appropriate consideration for showing appreciation and gratitude in a monetary manner.  

This process takes place over a period of time, which again is the responsibility of the elders. Think of succession as the handing off of a baton during a relay race. In a 1,600-meter relay race, a runner who completes a 400-meter lap hands the baton to the next runner in what is known as “the exchange zone,” a 20-meter long “box” where the baton must be exchanged. Similarly, the elders need to oversee the timing aspect of succession. Ideally, it is beneficial when an out-going pastor can work alongside the in-coming pastor for a time. Both individuals are in the exchange zone for a pre-determined amount of time. During that overlap, the elders oversee how the out-going pastor “becomes less” while the in-coming pastor “becomes more” (i.e., the retiring pastor preaches less often, whereas the new pastor preaches more often, etc.). John, the Baptist, said of his relationship to Jesus, “He must become greater; I must become less” (John 3:30).  

Finally, elders oversee succession by putting the transition plan into writing. Once the elders (and retiring pastor) have prayed, talked, and thought through succession, they must memorialize the plan in writing. Moreover, both the lead elder and the lead pastor should sign the plan, and should the plan need to be amended, both the elders and retiring pastor should be in agreement with the change(s). By putting the plan into writing, we help prevent future disagreement based only on what was thought to have been previously said.  

End with WHAT . 

What must matter to elders when it comes to succession? Elders must care for the emotional and spiritual needs of the “flock” (i.e., church), which includes the retiring pastor and his wife.  

It is challenging for any individual to enter into the final season of life. Similar to a football game, when the clock is running out in the fourth quarter, the players are physically tired and bruised, while being emotionally impacted (depending on the score). When a long-term pastor sees time running out on the clock of ministry, he is physically and emotionally impacted. Every person has a “shelf-life,” and it is painful to acknowledge that we have reached it. Hence, good shepherds (elders) will have compassion for their retiring pastor.  

Grieving must matter to elders. After a long, fruitful ministry, a pastor and his wife will have built deep and abiding friendships with people in the church and community. No longer serving in this role can cause people to grieve, and this is just one of a plethora of emotions experienced in succession. Some people will be anxious about the future, struggling with farewells and finality. Others will move more readily into the acceptance of this new season, grateful for the past but looking forward to the future. Emotions will vary and change as often as the weather.  

The relational health between the retiring and incoming pastors must matter to the elders. If I want my marriage to work, I must work at my marriage. The same is true in the relationship between these two pastors. If they want their relationship to work, they must work at it! When elders foster a good relationship between these two men, there is a greater likelihood that the retiring pastor can be a blessing to his new pastor. Both of these men must be strong in their walk with Jesus Christ, for only then can their walk with one another be at its best. Both men must move into humility toward one another. Humility fuels succession while pride causes succession to fail. Nobody remembers how the retiring pastor came, but they will remember how he leaves—either loved and respected by the people for his humility or scorned and dishonored because of his prideful exit. After all, succession is purpose-driven, not personality-driven. It is about all the people in the church, and not just about the person who leads the church.  

A carpenter keeps specific tools in his toolbelt, and he becomes all the more skilled with their constant use. Similarly, we at e2: effective elders often use our tool of “succession coaching.” The Lord has enabled us to coach many churches across America to navigate the challenging season of transition, and it would be a privilege to be of help to you. If you see succession approaching in the distance, please read Leader><Shift: One Becomes More While Another Becomes Less (available at e2elders.org) and contact us to explore how we may be of help to you for experiencing a God-honoring succession.   

Gary Johnson is retired senior minister of Indian Creek Christian Church, Indianapolis, Indiana, and co-founder and Executive Director of e2: Effective Elders.