Nurturing: Succession Planning for Children’s Ministry, Building a Future-Ready Team

By Michelle Maris

Children’s ministry is for more than just children: it impacts the entire church. It shapes the faith of the next generation, equips parents, and disciples volunteers. But what happens when the children’s pastor resigns, takes a sabbatical, or simply wakes up sick on Sunday morning? Too often, programs slow down—or even stop—when the leader isn’t present. 

A healthy children’s ministry should thrive even when its primary leader isn’t in the room. That’s why succession planning is essential. It ensures that Sunday runs smoothly and discipleship continues, no matter who is leading. 

Why Succession Matters? 

Succession planning isn’t just for senior pastors. Children’s ministry leaders also carry significant responsibility, but the ministry should not rise or fall with one person. Succession planning in your children’s ministry allows for: 

• Continuity of Care: Kids show up every week needing to be welcomed, taught, and kept safe—whether or not the children’s pastor is there. 

• Volunteer Confidence: When there’s a plan, volunteers remain calm and focused through unexpected absences or leadership changes. 

• Faithful Stewardship: Ministry belongs to God, not us. Preparing for future leadership is part of shepherding well. “Care for the flock that God has entrusted to you. Watch over it willingly, not grudgingly—not for what you will get out of it, but because you are eager to serve God” (1 Peter 5:2, New Living Translation). 

Assessing Your Children’s Ministry for Succession 

Before creating a succession plan, take an honest look at your ministry’s current health:  

• Volunteer Readiness: Could Sunday morning run without you? Are there trained leaders (not just helpers) in every age group? 

• Systems and Documentation: Are schedules, rosters, lesson plans, and safety procedures written down and easy to find? 

• Leadership Pipeline: Are you mentoring emerging leaders who could step in if needed? 

• Communication: Would parents and staff know what to expect if the primary leader were suddenly unavailable? 

Regular assessment helps you strengthen weak spots before a crisis forces a rushed response. Start with the downloadable Children’s Ministry Succession Checklist at the QR code on the right.  

Creating a Succession Plan 

Strong succession planning includes short-term coverage, mid-term transition, and long-term leadership development. 

1. Short-Term Succession 

Have your Children’s Minister prepare a “Sunday Without Me” plan that includes: 

• A checklist for set-up/opening and tear-down/closing. 

• Contact information for key leaders and emergency procedures. 

• Clear directions for locating supplies, curriculum, and rosters. 

• Pray Matthew 9:35-38, asking the Lord to send more laborers into his fields. Don’t underestimate the power of your prayers in building strong ministry teams. 

2. Mid-Term Succession 

If you know your Children’s Minister will be gone for several weeks or is preparing for a job transition, encourage the departing minister to identify and train a key leader to oversee Sunday mornings. Rotate teaching responsibilities so children see multiple leaders in action and know the ministry is bigger than one person. 

3. Long-Term Succession 

Work with church leadership to define the process for hiring or appointing the next children’s ministry leader. Document your ministry’s mission, values, and key systems so a successor can begin with clarity and continuity.  

Case Study: The One-Year Notice 

One children’s pastor gave her church a full year’s notice before stepping away. This allowed time to train a new coordinator, introduce the congregation to multiple teachers, and streamline systems. When she left, Sundays ran smoothly, and the transition felt calm. However, this long goodbye also presented unique challenges. 

• Pros: Plenty of time for leadership development, space for volunteers to grow, and less pressure on staff to rush the search process. 

• Cons: The outgoing leader had to sustain momentum while preparing emotionally to leave. Some volunteers experienced “transition fatigue.” 

When planning your own timeline, consider what will create the healthiest handoff with enough time to prepare well—but not so long that energy fades. 

Practical Succession Strategies 

• Rotate Leadership Roles: Give volunteers regular opportunities to lead so they are ready when needed. This models the Jethro Principle (Exodus 18:13–27), where leadership was shared to avoid burnout. 

• Cross-Train Your Team: Ensure that more than one person knows how to run check-in software, unlock classrooms, and set up curriculum. Keep a shared file with updated Sunday details. 

• Communicate Clearly: Share your plan with staff and volunteers so everyone knows what to do when leadership changes. 

• Celebrate Transitions: Publicly honor and thank leaders who step down. This sets a healthy tone for future succession moments. 

• Pray Over the Process: Use succession as a spiritual practice and a chance to trust God with the future. “Commit everything you do to the Lord. Trust him, and he will help you” (Psalm 37:5, NLT). 

Conclusion 

Succession planning is a mark of wise, faithful leadership. By preparing for the future, you protect your families, equip your volunteers, and ensure that children continue hearing the good news of Jesus every week. Whether you are leading for one more month or 10 more years, a thoughtful succession plan will make your ministry stronger, healthier, and ready for whatever comes next. 

Michelle Maris has served as a developmental therapist, special needs pastor, and early childhood educator. She equips churches through training, curriculum development, and trauma-informed ministry and currently leads the Nurturing Children Initiative for the Christian Church Leadership Network. She’s also a proud wife, mom of three, and “Mi Mi” to her first grandchild.