Nonprofit Resources
Practical Succession Planning Insights for Church Leaders
Employee transitions in ministry are inevitable, but with thoughtful planning, they don’t have to be disruptive. A well-designed succession plan can preserve continuity while strengthening your church’s long-term health and mission.
In a discussion hosted by Ken Tan, Church and Denomination Services Director at CapinCrouse, two seasoned church leaders—Dan Reiland, Executive Pastor at 12Stone Church, and Glenn Wood, Pastor of Administration at Seacoast Church—shared lessons learned from their experiences navigating church leadership transitions.
Key highlights from their conversation are below.
Ken Tan: Why is succession planning essential?
Glenn Wood: The church rises and falls based on leadership, so it is important to have both short-term and long-term plans. Succession plans are not a “one and done” thing. They should be considered living and breathing documents that you review every one to three years, depending on how close your church is to a transition.
Dan Reiland: We have found that while the creation and maintenance of a succession plan is, of course, of utmost importance, the execution of the plan cannot be overlooked. It might be helpful to think of it like the baton handoff in a relay race, where the next person starts running before their teammate reaches the handoff point. They are both running for a time before the baton is formally passed. You can also think of a leadership transition as a switch that turns a light on or off, while succession is like a dimmer that gradually turns down the light.
I’ll also point out that it is easy for leaders to get comfortable and stay too long, so the governing board should be proactive about communicating with the leader.
Glenn: I would add that the leader and governing board should be careful not to miss the signs that it is time to initiate the succession plan. It is healthy for the leader to have a mindset of equipping the next generation and providing a solid path forward that will sustain the church long-term.
Ken: How do you engage the congregation and other church stakeholders in this process?
Dan: We have taken a very systematic approach, starting with governance issues and articulating who nominates, selects, and reviews individuals, as well as the specifics of succession plans. We’ve then broken the plans down into multiple phases that introduce the new leader to the congregation and allow time for trust to develop.
Glenn: The idea of succession planning seems big and complicated until you choose a starting point. Don’t feel pressure to implement a formal process immediately. Instead, maintain working documents along the way that will eventually become the building blocks for the process. We have learned from other churches and observed what has or hasn’t worked for them.
Ken: What are the biggest succession planning challenges your church has experienced?
Dan: Our biggest challenges have come when we try to do too much. It has been helpful to realize and communicate that succession is the vision for a particular season.
When it comes to the timing of implementing the succession plan, a lot depends on the readiness of the departing and incoming leaders. We have found that a departing leader is ready when their identity is not wrapped up in the role, and they know what is next for them. Will they retire? Stay on as an advisor? Move? Continue attending the church?
Ken: How can churches prepare the incoming leader for success?
Glenn: In my role, I have found it important to recognize that the departing and incoming leaders likely have very different personalities, which affects their desired levels of involvement and communication related to decision-making. It also affects how much they want to delve into the church’s financials (or not).
Dan: With our phased succession planning process, we introduce the incoming leader to the business and responsibilities of the church in stages, starting with staff, then vision and strategy, and then the board and finance.
Our guiding principle is always the health of the church environment, which is rooted in the prior generations and led by the current generation for the sake of future generations. We encourage the incoming leader to spend time learning how the church has grown from its first day to today, and to keep their focus on reaching those who do not know Jesus.
Ken: How should churches move forward if they become aware of the need for an immediate change?
Glenn: When the unexpected happens, it is always best to start and end with prayer. Communicate the who, what, when, where, and why, even if you don’t have answers. If you do not have an individual in place who can fill the role, take a step back and discuss the attributes and vision of the ideal leader to step in.
Dan: I would also add that it is important not to panic, as power plays and drama can result.
Ken: How long does it take to learn how the senior pastor likes to communicate and work?
Glenn: It might take some time to find out who they are and how they operate, but it will be worth it to be on the same page.
Dan: I agree that it takes time. It is crucial that you and the pastor have a level of trust that allows you both to say what needs to be said.
Ken: We often say that we work at the speed of trust. As we wrap up, do you have any closing thoughts?
Dan: We like to think that our departing leaders are passing on a blessing, not a burden, to the next generation, setting them up for success and empowering them. We also like to keep a light atmosphere as we go through a transition, since a lot of serious topics can be discussed. Even if your senior pastor isn’t talking about their succession plan, they are thinking about it, so go ahead and ask.
Glenn: I will keep emphasizing communication and the ability to have frank discussions when the trust is there. In my experience, pastors tend to hang on for too long if they don’t feel financially ready to retire, even when they are otherwise ready. It is also very helpful to involve various employees in conversations and decisions that affect them.
You can watch the full conversation with Ken, Glenn, and Dan to learn more about how developing a cohesive succession plan can build clarity, confidence, and unity for the future. If you have questions about succession planning and leadership transitions at your church, please contact us.
Additional Resource:
Anticipating Change: 7 Steps to an Effective Succession Plan