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 succession planning and can support your ministry through this time of change.