Avoiding the Momentum Killers in Pastor Succession: Lessons from 30 Years in Smart Transitions
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a very brief 750 words - <3minutes but make sure you read the ad for a new pastor sought in South Carolina!
Over the last 30 years in Senior Pastor Smart Succession ™, my work has taught me a few things about transition seasons. Or rather, I have learned from observing numerous churches. For some of these, I was able to help, and for some, I was only an outsider looking in and talking to the participants in the midst and after the transition.
Armed with this understanding, I can provide churches with practical frameworks and tools. These resources are designed to adapt to each church's unique situation, empowering them to navigate their transition season confidently.
My process tools and timelines are designed to help a church build momentum through the transition season. Too many churches intentionally think, "We will stall a bit during this season, so let’s accept that.” I even see this assumption in some of the best books on the subject!
I don’t feel that is the correct assumption.
Fortunately for me, of the 65-plus cases I have served in a paid contract, almost all have told me, “We have more momentum now than we did before we started this process.”
My statement: You should see your ministry’s momentum multiplied through this season.
The points I make below reflect the observations of around 500 churches where I have observed or spoken with their leaders about their own processes—what worked and what didn’t.
However, remember that my clients are larger churches led by long-term leaders who have seen a measure of growth and success in their current ministry. The church has felt well-served by the lead pastor and desires to see the whole ministry prosper in the future.
Sadly, this description does not fit many churches in the US that are undergoing a transition. Generally, I don’t work with those as clients. Still, they could benefit from learning from some healthy approaches.
Momentum Killer 1 – The Wrong End Point
Pastors think the endpoint is the day they “pass the baton” to the next leader. I think the correct one is three years after that.
The leadership teams have to think longer term.
True – much of the work to set that up starts with the earliest conversations about succession and transition. The bulk of the effort happens between the start of those conversations and the “baton pass.”
But some of the work needs to carry forward into the future.
Momentum Killer 2 – Trying to be the hero
This is when a current leader tries to do it all themselves. They try to design the process, search and select the next leader, define their path post-transition, or exert substantial control over it.
They often want to “surprise” the congregation immediately with their plan to step down.
Sometimes, they want to announce their plan to step down simultaneously and the next leader.
This is often because all significant decisions have fallen to them throughout the ministry’s history. They feel, and they are often correct, that the congregation trusts their judgment in these matters and will do so with this decision.
Further – they often believe they are the only ones who can select the next leader because “I am the only one who knows what the role requires.”
They forget that the role they have played at this church may not be the role needed in the future.
Story continues after the ad below - a great opportunity
Alice Drive Church Seeks Next Leader
One of my Senior Pastor Smart Succession ™ clients is Alice Drive Church in Sumter, SC. The current pastor, Clay Smith, will step down in 2025. This church has diligently planned for this next season, and Alice Drive Church is an excellent opportunity for a leader in a great area of the country.
(P.S. This advert is a part of the process offered to Senior Pastor Smart Succession ™ only and not for sale as an individual service.)
Congratulations to two clients who have recently named or elected new lead pastors who have worked with our services.
Christ Fellowship McKinney, Texas (featured earlier this year with an ad) and Christ Church Oakbrook, IL.
Christ Church Oakbrook had Greg Ligon as its primary consultant, and the team there did a great job navigating the process. Steve Carter will be the third pastor of this great church. After stepping down, Dan Mayer will have a limited role in the future at Christ Church but will also serve a congregation in Florida.
Christ Fellowship McKinney had me as the primary consultant, and Greg Ligon assisted. Aaron Armstrong is the new Senior Lead Pastor. Bruce Miller, the founding pastor, will take on a new role there after a one-year sabbatical break.
These joined Ingleside Church of Macon, Georgia, and Venture Church in South Mississippi as clients with new pastors in the past few months.
I am currently serving 7 clients in this process, with a few ending this year, allowing me to onboard new clients in the coming months. Greg is serving multiple clients with Senior Pastor Smart Succession ™ as well but has some space for the coming months.
Is it time to discuss your situation and needs? If so, reach out directly at dave.travis@generis.com
Momentum Killer 3 – Not seeing the EMOTIONAL side of all parties.
I am indebted to William Bridges on this point. His book, Managing Transitions, is the key reference I point teams to in the process.
A summary here:
All significant changes involve transitions.
Transitions are the EMOTIONS we attach to the change.
Therefore, the process must help people manage their emotions to achieve successful outcomes.
This should include all the groups engaged in the process: the current pastor, their family, the next pastor and family, the staff, the board, and the congregation.
Momentum is killed if we neglect to shape a process that does not include the key parties in appropriate ways.
Momentum Killer 4 – Not defining well what success or a “win” looks like.
For many pastors, a win looks like: “I was treated well during my departure and was able to hand over to a new leader I think will do well.”
That is certainly a “win.” But I think we undershoot what could have been a success for the whole system over that season.
When we take the time to define that well and orient the process toward those outcomes, we increase our probabilities of success.
This is a touchstone of the entire process.
A few months ago, after speaking at a luncheon for Senior Pastors, one who had recently stepped down from his founding pastor role said, “We didn’t use your services, and now I regret that. We could have made it so much better! I feel discarded and pretty useless now.”
That is a terrible feeling and a real loss as well for that congregation and God’s kingdom work.
Don’t let that be you!
Next week will look at a few more “momentum killers.”