Pastoral Transition: Succession or Interim?

By Greg Comp

tran·si·tion [tranˈziSH(ə)n] noun 
Movement or change from one position, state, stage, subject, etc. to another; change: the change from adolescence to adulthood. 
Synonyms: changeover, passing, conversion. 

Transitions can be scary and awkward, but they are natural and necessary. They are not right or wrong and they are not inherently good or bad; they just are! Healthy things grow and growing things change. 

A Personal Transition 

In 2010 my mother and I went through this natural transition like all families do. She was moving into her senior years, and I was assuming new responsibilities she had previously taken care of. It was inevitable and expected, but it was still awkward and scary for both of us. There were times when she felt rushed and frustrated, and there were times when I felt inadequate and ill-prepared. But it was inevitable, and we navigated it with grace and gratitude because we were family and that’s what families do. 

In the same way, every successful organization goes through changes and transitions. It is necessary for survival. Resisting change leads to certain death. That’s true whether it’s a church, a family business, or a publicly traded company. Management specialist Peter Drucker observed, “The ingredient most missing in churches today is a plan of succession. Ministers are getting older, and the church is not thinking about the next generation.” Transitions are inevitable and important. The key to a successful transition is preparation. 

Transitions are inevitable and the manner in which they are carried out is critical. They can be done smoothly and naturally, they can be done haphazardly and poorly, or they can be done cruelly and viciously. We can’t stop transitions from happening, because as they say, “Time marches on.” But we can determine how and when they are done. From my personal and professional experience, I highly recommend the first option, smoothly and naturally. 

John the Baptist was sent to prepare the way for the long-promised Messiah. When Jesus arrived on the scene, John immediately recognized him and gladly deferred to his leadership by declaring, “He must become greater and greater, and I must become less and less” (John 3:30, The Living Bible). This scriptural principle is at the heart of an effective, God honoring succession. On one hand, we don’t want to see anyone leave prematurely. On the other hand, we don’t want them to stay beyond their season of interest or effectiveness. We want to strike a balance, allowing for the natural ebb and flow of life, so the transitions can be embraced and celebrated by all parties involved. 

When it comes to pastoral transitions, there are multiple reasons and responses. Transitions may occur due to retirement, relocation, resignation, or termination. Obviously, each situation creates a unique set of circumstances leading to a unique set of reactions which the leadership needs to explain and process with the church family. When it comes to responding to transitions, whether they are planned or unexpected, the options can be summarized in three broad categories: succession, interim, and replacement. While each of these approaches is viable and has a specific application, I would suggest a certain order. 

The Succession Plan 

For those situations where it can be strategically planned and is financially possible, succession should be the preferred choice. This approach to an expected transition fosters continuity and maintains momentum while allowing reciprocal mentoring during the transition process. In addition, succession minimizes anxiety and avoids a prolonged search process. 

Succession plans are as diverse as the churches creating them. Dave Dunson and Brian Jennings served together at the Highland Park Christian Church in Tulsa, Oklahoma. (See, “Trading Places: Learning from a Unique Staff Transition,” Christian Standard, May 16, 2016.) Dave came to the church as senior minister in 1990, and Brian started in 1998 as youth minister. In 2004, they began talking about a future staff transition but weren’t planning on anyone leaving or retiring.  

They announced their transition plan in the fall of 2005 and hired a new youth minister in 2007. Brian mentored him for nine months, with the goal of making a smooth transition for their students. In fall 2008, Dave began mentoring Brian and handing off more and more pastoral responsibilities. In August 2009, Brian was given the title of Lead Minister and Dave took a three-month sabbatical to refresh and seek the Lord. Dave’s time away allowed Brian time to establish himself as the new leader. In October 2009, Dave returned to Highland Park to launch and lead the Stephen Ministry which he had long desired to see established at Highland Park. 

This was a creative and strategic way to ensure a smooth pastoral transition while maintaining continuity and momentum. Brain summarized the process this way, “Few churches have tried what we attempted, but we learned a lot. Things have changed in our community and church in the past few years, but Dave is still directing our Stephen Ministry, and I am still preaching and leading. We both think our best years of ministry are ahead of us.” 

Intentional Interim Ministry 

If a succession plan fails or is not possible due to the unexpected nature of the transition, the next best response to pastoral change would be an intentional interim ministry. Intentional interim ministry gives the church family and church and leaders time to process the pastoral change and reflect on the church’s health and future. Intentional interim ministry is much more than pulpit supply. It involves a skilled and experienced minister who serves full-time (ideally for a period of about nine months) to help the leadership and congregation navigate the many challenges and changes associated with pastoral transition, allowing time for the church family to catch their breath and for the leadership to get their feet under them again. An intentional interim provides a bridge between what was and what can be, moving the church family from anxiety to anticipation. 

In August 2020, I accepted my first assignment as a Transitional Interim Pastor with a multi-staff church in Meridian, Mississippi. The church had lost a long-term and dearly loved pastor to a short battle with cancer. In their grief and despair, they made a quick hire of a younger man who was much different from their previous pastor. Unfortunately, this created some understandable but unfair comparisons which resulted in the new pastor’s early departure. In addition to their grief and despair, the church also experienced turmoil and division. 

At the recommendation of their District Superintendent, they reached out to NXTStep Church Services to enter into a Transitional Interim Pastor Service (TIPS) agreement. My 11-month tenure as their interim pastor allowed the church to thoroughly grieve their loss and heal from a difficult short-term ministry. In July 2021, I was able to pass the baton of leadership to their new pastor whom the church welcomed with optimism and anticipation. 

Through a series of assessments and initiatives, intentional interim ministry gives the local church time to reflect and prepare for a new future. TIPS is designed to help churches ask and answer the question, “What’s next?” in a positive and deliberate process which moves the church from anxiety to anticipation.  

Immediate Replacement 

Immediate replacement is a common response to pastoral transition. However, this approach has several risks and limitations. A quick hire can easily overlook serious issues that resulted in the previous minister’s departure. The unspoken assumption is that the only thing needed is a simple personnel change, when what is needed is a significant paradigm shift. Another common outcome of immediate replacement is the unfair and unhealthy comparison between the previous minister and the new one, resulting in further turmoil and division. Both scenarios can create a vicious cycle of short-term ministers which is disastrous for the church and devastating to the ministers and their families. 

When done with the guidance of the Holy Spirit, succession and an intentional interim create the smoothest path to pastoral transition. When the new minister arrives, they don’t have to pick sides or solve problems as any lingering issues were addressed and resolved during the succession or interim process. As a result, the new minister has a clean slate and a solid foundation upon which to build, and the church is positioned for growth. 

In those times when transitions feel awkward and scary, we need to remember they are natural and necessary. And during those times when we feel rushed and frustrated, or inadequate and ill-prepared, we need to remember that we are family and navigate those seasons with grace and respect. 

Like a relay race, the passing of the baton is critical. One team may have the fastest runners; but if their handoff isn’t successful, they will not reach their goal. In the church we must be prepared to pass and receive the baton of leadership with grace and gratitude because we are family, and that’s what families do! 

For those who are interested in succession planning there are many resources available. Transition Plan, by Bob Russell and Bryan Bucher and Leader><Shift, by Dr. Gary Johnson,  are at the top of my list. 

For those who are interested in intentional interim, there are several ministries providing this service; but the one I know best and am working with is Transitional Interim Pastor Services (TIPS) under the broader ministry NXTStep Church Services (https://www.yourncs.org).  

Greg Comp joined NXTStep Church Services after 42 years of located ministry. He serves on their Management Team as Coach & Cohort Leader for the Christian Church/Church of Christ. Greg also manages the RENEW.org Job Board.