~963 words - right at 4 minutes
This is part one of a multi-part series.
Recently, a leader I deeply respect, a generation older than me, shared his belief in the necessity of an interim pastor immediately succeeding a long-serving Senior Pastor of a large church. His wisdom, garnered from years of experience, is invaluable.
His reasoning was guided by thoughts from our mutual mentor, Lyle Schaller.
This person said, “Lyle always felt the next leader would be an unintentional interim.”
Certain denominational traditions have prescribed denominational law that insists on a 12-18-month interim pastor period between pastors. These traditions must have seen benefits from this pattern, but many of those patterns were developed decades ago. Some were based on a selected few disaster transition stories. They do happen.
My approach, the Senior Pastor Smart Succession ™ process, departs from conventional wisdom. It is a unique system that diverges from the traditional view of an interim pastor.
Remember – my clients are pathbreaker pastors who have led a church for a long time and have typically altered the trajectory of the church’s mission and vision over that season. They tend to be highly respected by their congregation. There is deep trust present in the system. Many of them are founders or near-founders. (see this column)
The Senior Pastor Smart Succession Process ™ is designed to help the church smoothly handle and transition to the next leader. It is a process that maintains and builds momentum throughout, ensuring the new leader starts strong and the church continues to thrive.
My argument is that, in most cases, interim pastor seasons can disrupt the momentum the church has or needs. This interruption can harm the church's progress and the new leader's ability to start strong.
I want to acknowledge the emergence of some great training programs for interim pastors in the past 30 years. These programs have undoubtedly contributed to the successful transitions in many churches. The need for an interim leader in many situations occurs because traditions were that pastors announced their resignation and either immediately departed or left within a very short window of time. This was considered wise by that tradition in that the church needed a new start and the pastor was moving to another call, church, or ministry, most likely in another city.
When an interim pastor is needed:
A rapid departure of the former pastor as they relocate to another church, ministry, or field. Typically, it involves a household moving to a new place.
A moral failure or other similar issue with a Senior Pastor. The personal brokenness impacts the entire culture for a season and should be addressed with patient wisdom. An interim pastor can often provide that.
A destructive conflict that divides the whole congregation. Healthy conflict can be good and productive. However, unhealthy, division-oriented conflict can make trust irretrievably broken in a congregation. This often leads to the leader and others departing.
A rapid illness or injury to the current pastor that would cause them to be out of leadership for at least six months or more.
These are the saddest cases. It is why we always put together an emergency succession plan when we start out on the Senior Pastor Smart Succession ™ journey.
Every large church needs one. I can share a sample format with you if you request it.
The pros to having an interim after the ad….
I will be appearing at the “Beyond These Walls” conference in Houston in May. Never been with this group before, but looks like some good folks. Check it out here: https://beyondthesewalls.com/
New Shipment of Booklets…
The third printing of 33 Basic Statements on Senior Pastor Succession: Healthy Endings to New Beginnings has arrived.
If you don’t have a copy yet, and we can ship to a U.S. mailing address, let Linda.Stanley@generis.com know your name, church name, and the address where you want it sent. (some folks don’t want this coming to their office.)
It is a good tool to:
Begin the thought process as you start thinking about your Legacy Season.
A way to kick start some discussion with your board. (so you can order some of the board as well.)
Remind you of some good principles of change across multiple areas of the church’s life.
Best of all, they are free for now….(unless you want more than 12!), and they can be read in less than 45 minutes.
Let Linda know at the email above.
Story continues……….
Here are some pros to having an interim pastor in these situations:
Stability and Continuity. A well-trained interim can stabilize the whole church by ensuring that ministries and essential programs continue. It prevents the church from feeling lost and provides some structure during the transition.
A pause for reflection. The presence allows the church time to reflect on its identity and future without hastily selecting the next permanent leader. It gives a church time to find a suitable successor.
Can provide a style change. This is especially true when the last leader has nurtured conflict and disagreements. A calming presence with an open-handed leader allows staff and the congregation to see another way is possible. This will enable congregations to become more receptive to future leadership styles.
Opportunity for healing. A good interim can help resolve some conflicts and challenges among the board and staff. The interim must be willing to probe and engage those. Some are willing, and some aren’t. Those who can help the church move productively into a new season.
Prevents Church Burnout. In conflicted congregations, many attendees view these seasons as times to make for the exits. A solid interim can help provide time and space for staff and congregants to regroup and prepare for the next leader.
It allows time for a good search. The search for the next leader often takes longer than my typical searches in the Senior Pastor Smart Succession ™ process. This avoids making too much haste, damaging the church’s long-term vision and needs.
But also prevents a leadership vacuum. When churches lack leaders, some rush in to assume control. Sometimes, that includes staff members or certain lay leaders. A wise interim can remind those players and take appropriate leadership control to prevent resetting the system again when a new pastor arrives dramatically.
It can sometimes prepare the church for change. Sometimes, a wise leader can shift the staff and board culture by doing things differently that is immediately seen as more productive than past practices. “This looks different than the last pastor, but we like it.” If the interim notes this, they can remind the people: “I am glad you like this, but let’s allow the new leader to choose their own path as well.”
As you can see above, I do see some unique cases where interim pastor leadership is needed and necessary to propel a church into the future. The next issue will deal with the cons of interim leadership.
That will be next week.