Succession: When It Works, When It Doesn’t

By Ken Idleman

The story of the Bible from creation [Genesis] to consummation [Revelation] includes many accounts of leadership succession, several of which worked well and some of which did not. In the Old Testament there is patriarchal, prophetic, priestly, and political succession. In the Gospels you have the succession from John the Baptist to Jesus and from Jesus to the disciples. In Acts and the epistles there is succession from the first-generation apostolic leaders to the second-generation church leaders. So, we are talking here about a lot of succession content to digest from Scripture alone!  

Then of course our historical and contemporary cultural landscape is replete with stories of both fruitful and failed leadership succession. As an initial and general observation, much of what we see documented in Scripture, especially the New Testament, is positive and commendable. By contrast, much of what we see in our fallen world today is negative and condemnable!  

I have personally experienced three leadership succession stories, two as a Bible college president [both incoming and outgoing in 30 years as president elect/president/chancellor] that worked very well and one as senior pastor of a megachurch [10 years] that did not. In addition, for the last decade I have coached a number of pastors and church leaders through the succession process. Here follows a compilation of biblical wisdom and seven practical insights and personal convictions that I trust will have some value for 21st century kingdom builders.  

Succession success implies prayer and planning. 

When prayerful forethought and careful planning are not in evidence, the outcome will probably not be good. Genesis 50:26 relates that Joseph died, was embalmed, and placed in a coffin in Egypt. Then in Exodus 1:8 we learn that “a new king, to whom Joseph meant nothing, came into power in Egypt” (New International Version). The point here is that there was apparently no next generation leader for God’s people. Perhaps Joseph’s only leadership failure was his inattention to identifying and developing a worthy successor. The result was the loss of regard for and the enslavement of the Hebrew people for 400 years. Then later, during the periods of the judges and kings, you see this same consistent failure in the historical narrative. There is no record of short-range or long-range leadership succession planning. As a result, there are literally centuries of intermittent national instability and decline for God’s covenant people.  

Good succession planning in business offers several advantages, such as reduced risk of talent gaps, boosting employee morale and retention, enhancing organizational stability, supporting strategic goals, and fostering a culture of growth and preparedness. Poor leadership succession will result in decreased morale and productivity, increased gossip and toxicity, higher turnover rates, absenteeism, and decreased performance. But when intentionally employed, focused prayer and thoughtful planning gives our churches and Christian organizations a huge advantage! 

Succession success depends on how a predecessor ends and a successor begins. 

Someone has said that the two most important moments in a relationship are how you say “Hello” and how you say “Good-bye.” Having a conscience about this ethic is paramount for both a predecessor and a successor. Relational first and last impressions are critically important. 

If an outgoing leader fails to affirm the incoming leader or tries to control the process, succession will not work out well. Or, if the outgoing leader makes financial demands, is manipulative, or acts entitled on his way out the door, there will not be a good succession outcome. If the outgoing leader remains in the faith community, it can be a perpetual distraction for the church unless he intentionally steps away, truly releases leadership, and is verbally self-editing with a consistently positive attitude. On the other hand, if the incoming leader is critical of his predecessor and arrives making a lot of high-profile changes and promises about the future in the first year, it will be interpreted by thinking people in the faith community as thoughtless and immature. Incoming leaders should not try to show everything they’ve got in the first six months! They should instead use the first year to learn stories, build relationships, and do their best personal and pastoral work and preaching.  

The gold standard here is Moses and Joshua. As early as Exodus 17:8, Moses identified Joshua as someone in whom he had confidence, entrusting him to recruit an army to fight the Amalekites. Then later, in Deuteronomy 34:9, on Mount Nebo, Moses accepted the reality that he would not be allowed to cross over into the promised land and he graciously stepped aside. We read, “Joshua son of Nun was filled with the spirit of wisdom [and ready to lead] because Moses had laid his hands on him. So the Israelites listened to him [Joshua] and did what the Lord had commanded Moses.” This is a great model of succession . . . specifically of how to end well and begin wisely. 

Succession success requires vigilant humility. 

Back to Moses and Joshua. Numbers 12:3 reveals, “Now Moses was very humble—more humble than any other person on earth” (New Living Translation). Humility by one or [ideally] both partners in the succession process will insure a positive result. This exemplary humility is even more evident in the successor relationship of John the Baptist to Jesus. In Mark 1:7, John identified Jesus as “the one more powerful than I, the strap of whose sandals I am not worthy to stoop down and untie” (NIV). Then Jesus said of John in Matthew 11:11, “I tell you the truth, of all who have ever lived, none is greater than John the Baptist” (NLT). When there is mutual deference and mutual respect, there will surely be a peaceful and productive transition of leadership influence.  

I recently learned of a leadership succession event in one church that was particularly impressive. The retiring senior pastor and his successor literally washed one another’s feet on the platform in front of the entire church family during a morning worship service. That’s what I’m talking about; an observable demonstration of God-honoring, humble leadership succession. 

Too often a predecessor can feel diminished by the excitement in the church or ministry anticipating new leadership. At the same time the successor can feel unfavorably compared to the effectiveness of the former leader. Such feelings are evidence of unwelcome immaturity and insecurity that should be intentionally resisted and displaced with genuine humility. The larger faith community can help by balancing appropriate appreciation and gratitude for the outgoing leader with expressions of encouragement and good will to the incoming leader.  

Succession success is enhanced by personal friendship. 

In 1 Kings 19:16, Elijah was clinically depressed when the Lord God gave him a detailed plan for moving forward to renew his prophetic calling. One component of that plan was for him to anoint Elisha to succeed him as a prophet. Elijah wasted no time implementing that directive. So Elisha set out to follow Elijah, becoming his servant. Over time, that warm initial meeting between these two spiritual leaders grew into a deep personal friendship. In 2 Kings 2 there is a detailed account of their heartrending transitional moment. Elijah asked Elisha, “Tell me, what can I do for you before I am taken from you?” He responded, “Let me inherit a double portion of your spirit.” And then, as Elijah is caught up to heaven in a whirlwind, Elisha cried out, “My father! My father!” He tore his garment in two, a touching expression of his deep sense of grief and loss. So, how often does a church or ministry get to see this kind of impactful leadership succession witness? Not often enough, I promise you! 

I was privileged to observe such a moment at Southeast Christian Church in 2019 when Kyle Idleman officially succeeded Dave Stone as Senior Pastor. Dave had extended himself to Kyle as an older brother and mentor when Kyle was just 16 years old. Less than a decade later they were serving side by side on the Southeast preaching team as their friendship continued to deepen. Then on the night the leadership transition was celebrated by the Southeast church family, there was scarcely an empty seat or a dry eye as the two good friends blessed the congregation with an unfeigned expression of mutual friendship and support.  

Succession success can be impeded by thoughtless voices 

Most people instinctively resist change. It is particularly true when there is a change in leadership. And because we live in a democratic society where leadership change is a way of life every two to four years, we are perpetually unsettled. Anytime there is a leadership change, even in church life, there tends to be too much scrutiny and too little trust, too much talk and too little prayer. 

In John 3:25ff the disciples of John the Baptist went to him, upset by the fact that “he [Jesus] is baptizing, and everyone is going to him.” I imagine they meant well, but in fact their talk was counterproductive at best. Of course, John needed to be the one to correct his disciples’ thinking. And he did. Rather than allow his disciples to jealously champion his cause, thus creating division, John declared, “He [Jesus] must become greater; I must become less.” He wanted them to know that Jesus is the One who comes from heaven and is above all. John asserted his selfless leadership to maintain the unity of the Spirit in the bond of peace.  

Internally: A season of Christian leadership succession is not a good time for circulating petitions, promoting a preferred candidate, or engaging in gossip. Set aside any rhetoric that might fuel cynicism or skepticism. Ephesians 4:29 warns, “Do not let any unwholesome talk come out of your mouths, but only what is helpful for building others up.”  

Externally: I remember trying to [humorously] correct a pastor friend who was unwisely weighing in on a troubled church leadership transition by quoting him Proverbs 26:17, “Like one who grabs a stray dog by the ears is someone who rushes into a quarrel not their own.” This metaphor underscores the peril of unauthorized involvement in conflicts. Listen, there is a reason Paul admonished the Thessalonians in his first letter, chapter 4, verse 11: “Make it your ambition to lead a quiet life: You should mind your own business.” Ultimately it is local church elders who will be accountable to God for the health and growth of the church. Once trusted with this ministry of oversight, they should be respected and supported, especially in a season of leadership transition.  

Perhaps the greatest single benefit of succession success is that when it works, succession success honors God and results in positive momentum in the church as well as in the larger community. And in John 17 we have the longest and most intense prayer of Jesus, prayed over his disciples  in the upper room before going into the Garden of Gethsemane. The heart of his prayer is reflected in his words in verses 20-21: “I pray for those who will believe in me . . . that all of them may be one so that the world may believe . . . so that they may be brought to complete unity.” We can be an answer to this prayer by our Lord in the way we pursue God-honoring leadership succession.  

Ken Idleman has served 60 years (and counting), as an evangelist, local church preacher, Ozark Christian College president, and a pastor to pastors (concurrently) with both The Solomon Foundation and e2 Elders.  A husband of one (Kaylene), a father of three, grandfather of 11 and great grandfather of three (and counting)!