Succession planning begins with recognizing that change is coming.

Whether it’s expected or unexpected, smooth or complex, the way your ministry navigates leadership change will impact your culture, credibility, and future.

At Ministry Transitions, we work with churches and mission-driven organizations to create thoughtful, biblically grounded succession plans - so your people are protected, your purpose is preserved, and your next chapter begins in health.

How does a Ministry Transition begin?

Sometimes the board initiates the conversation.
Sometimes the leader senses it’s time.
And sometimes…one party doesn’t know a transition is coming.

That’s more common than you think.

We categorize these moments into a few key types - and the healthiest of them is what we call an “Open Transition.”

This is when both the leader and the board are aware of the coming change and can walk together with mutual trust, clear expectations, and shared goals.

Most ministries spend significant energy bringing in a new leader - but far less intentionality around how to bring the current season to a close. We help you do both well.

“Change is inevitable. Clarity isn’t.”

What does succession planning look like with us?

SITUATION
AWARENESS

Our ministry assessment is designed to help identify the strengths and challenges of your ministry. We’ll meet with key leaders, review your history and documents, and conduct a survey of those who are part of your ministry. This helps us gain a clear understanding of your current reality so that we can help you chart a course for the future.

  • As we seek God in this process, we spend time re-examining the original calling and vision of the ministry. Has it changed? Is there common clarity amongst the team? When we understand where God is leading, it becomes easier to identify the right person for the next season.

  • We work to identify successful potential outcomes and take steps to make them measurable where possible. To do this, we must also take an honest look at the current state of the ministry and determine what is and is not working.

  • We will analyze the strengths, weaknesses, opportunities & threats to the ministry model. This perspective helps inform our decision-making and gives us a better sense of what kind of leader is needed for the next season or what changes might need to be made to the ministry model itself.

  • This analysis helps to understand the donor support stakeholders better and look at support criteria to assess the strength of the donor relationships. Getting clarity on the impact of a transition on those who support the ministry financially is crucial to stewardship in this process.

GAP
ANALYSIS

Different from our ministry assessment, our focus on leadership is to identify the unique gifts and strengths of the individuals who make up your leadership team. We’ll conduct one-on-one interviews, review documents, and give personality assessments to understand each leader’s gifting and calling.

  • Our assessment of the founder and key stakeholders helps to understand current leadership giftings and capabilities. Gaining perspective on how the ministry has come to this point and what has been the source of strength and success is important to move forward in a healthy way.

  • Finding clarity on the current leadership's commitment and future transition plans is necessary. There are unspoken expectations during any leadership transition, and getting everyone on the same page helps avoid misunderstandings and conflict.

  • As we assess the organization's health, we look at things like team morale, communication, conflict resolution, and overall cohesion. We also seek to understand the church or ministry's beliefs and values regarding succession planning. This helps to ensure that we are aligned with the organization's culture and values as we move forward.

  • In order to identify potential leaders for succession, we must first understand the leadership bench strength. This will give us a better sense of who is currently being developed and whether or not there are gaps in our leadership development pipeline.

PROCESS ACTIVATION

Once we have gleaned all of this information, we put together a comprehensive transition plan that includes all of the necessary steps to ensure a smooth and successful transition. This plan will be tailored specifically to your ministry's unique needs and circumstances.

  • What needs to be accomplished through this transition? Setting expectations and creating measurable goals after the assessment process helps to ensure that everyone is on the same page and that the transition process is successful.

  • We invest time in discussing and mapping out potential transition solutions based on ministry goals. This clarifies the pros and cons of each option and gives everyone a chance to provide input before a decision is made.

  • With the end goal of ensuring the ministry not only carries on but thrives long-term, we work with the current leadership to create a development plan. We identify any ministry changes that need to be made going forward and map out the steps to realization.

  • We work to identify a future leadership structure and the potential for candidates inside or outside the organization and then create the roadmap to get there. This plan takes into account the need for training and development of current staff and identifies key roles that need to be filled.

  • After all is said and done, we combine the ministry and leadership plans to create a comprehensive Transition Roadmap. This document becomes the blueprint for the transition and ensures that everyone is on the same page regarding the next steps, timelines, and expectations.

How ready is your organization for change?

This 3-minute audit could change your next board meeting, staff meeting, or 1-on-1.

Most organizations wait too long to talk about succession, and then scramble when a transition hits. This audit gives you 10 questions every ministry leader should be asking now.

It’s short, practical, and designed to help you take a next step, whether your transition is years away or already underway.

It’s not just a leadership move.
It’s a discipleship moment.

Succession is one of the most visible opportunities your ministry will ever have to model maturity, humility, and unity.

When transitions are rushed, hidden, or reactive, the cost is often felt in relationships, giving, and long-term trust.

But when transitions are prayed through, planned, and executed with care, something different happens. When you define the process, you define the culture.

“What if succession planning wasn’t just an organizational strategy, but spiritual formation in action?”

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.