Just a few more than 600 words … so read it slowly!
“Just give me another Bob, or Dave or Mary.”
This is a phrase often heard when I begin a conversation with a church that has a senior pastor that is approaching “retirement age.” They love their current senior pastor and make the assumption that success for their church in the transition lies in finding one just like the one they’ve got. And my initial response is to encourage them to slow down and spend some time determining what the church needs for the next season before they begin to look for who will take on the role.
I recently came across an article entitled “Better Succession Plans Start with Knowing Your CEO" that had some excellent insights that are helpful as you begin to enter the succession zone.
First, get to know your CEO …
Most churches, especially those with founding or long term senior pastors know that they love their leader, but are often not able to fully articulate all that it is that the leader brings to the table. They know that it works but often only see one of the many facets that are key to the leader’s effectiveness. This requires a deep dive, helping the to surface the leader’s strengths and weaknesses, their “superpowers and kryptonite” that inform their leadership style and capacities. You need to know more precisely who you have before you decide what and who you need for the future.
Next, consider the impact of a CEO’s strengths and weaknesses on the entire leadership team …
Level five leaders, according to author Jim Collins, don’t lead in isolation. Rather they lead through a team. In the case of the church, this involves both the church and the governing leaders. So replacing a senior pastor is not as simple as replacing one leader with another with no consideration fot the impact on the team and governance. This has obvious implications with reference to selection of the next leader. However, the less intuitive reality is the manner in which it should inform the on-boarding process for the new leader. Because leaders come with different types and proportions of gifting, skill and wiring, careful attention must be given to guiding the new leader, team and governing leaders in determining how this new configuration of share leadership needs to be adapted to leverage the gifts of all for the greatest impact.
Finally, use scenario planning …
A church in 3-5 years’ time won’t look the same as today, and neither, probably, should its senior pastor. The leadership must understand where the church is going to determine the type of senior pastor it will need down the road. They must do the hard work of discerning the next chapter for the church so that a new leader can be selected that will result in a seamless story of the church’s impact.
Sound like a lot?
It is. The good news is that you don’t have to do it alone. I’m partnering with Dave in bringing the Pastor Smart Succession process to come alongside you and your church as you enter the succession zone. We walk with you each step of the way as you shape a “framed fit” for you current leader’s future and gain confidence in selecting a successor that will lead the next chapter of your church’s seamless story. The pathway that has been designed helps you to maintain a forward focus that replaces the oft anticipated slow down of transition with an advance posture leading to even greater ministry momentum.
If you are beginning to think about succession, I’d love to connect and learn more and share more about how we can help. You can schedule a call here.
Also, if you are a senior pastor that is 55+ and are not ready to “turn over the keys,” but beginning to think about life after lead pastor and finishing well in the meantime, consider applying to be a part of my Leadwell Senior Pastor Finishing Well Cohort.
In each experience, leaders gain unique insights from peer learning environments. The wisdom of well seasoned mentors and expert resources like Arthur Brooks, author of From Strength to StrengthI, empower participants to tackle some of the most pressing issues and opportunities of our time. This collaborative community and regular curated leadership resource package helps leaders bust through their leadership lids and create plans for accelerated results.
2023 Cohorts are Filling Now!
Senior Pastor Finishing Well - ONLY 2 SPOTS LEFT
November 7-9, 2023
If you are a younger senior pastor or executive pastor, we also have 2 spots available in our cohorts for you.
Senior Pastor (30s to early 40s)
October 3-5, 2023
October 17-19, 2023
Cohorts are by invitation only. If you are interested, contact me ASAP either via email at greg@ligongroup.com or by scheduling a call here.