The First Five Commandments of Succession Planning

No pastoral succession is the same.  

There is no singular pattern or set of rules for succession planning. But we’ve seen a few cardinal rules pop up.  They’re stunningly clear and universally applicable, no matter your situation.

We think you’ll be surprised at how many actions you can begin taking right now.  The ideas can apply whether you’re thirty-two or sixty-two, whether it’s your second year at your current church or your twenty-second, and whether or not you’re in a denominational appointment system.

You shape your future more than you realize.

Too many pastors push away ideas of succession planning, initially thinking of it as an unrealistic task or something they don’t need to think about until they’re facing retirement.

Indeed the unknown variables abound.  They include not knowing the future burdens and dreams God might develop in your heart, the health and growth momentum of your present church, the ongoing “fit” between you and your present church, what your church board or district superintendent might do, or how your health or family circumstances might change. However, in reality you can do much to plan your future, beginning with the immediate present.

Chapter 2 of Next: Pastoral Succession That Works includes the “Ten Commandments of Succession Planning.” Here are the first five of the ten commandments that will help you well as you travel down the road of becoming ready for transition.

How many of the following steps can you take now that will prepare you for the inevitable day when you are no longer pastor of your church?

1. Read Next with others. First, ask your board to read it. Whatever your age and no matter how long you’ve been at your church, your board will appreciate knowing that you want to plan for your church’s future as well as your own. Find a trusted friend or colleague to read the book with you.

2. Set a healthy pace for the long run. If you don’t have one, establish a sabbatical policy in conjunction with your church board. The most common practice is a paid three-month break every seven years. Find an accountability group that can be your safety net. Too many successions are on the heels of a moral or financial failure because the pastors were (a) tired and (b) didn’t have anyone to talk to about their personal fatigue.

3. Prepare an “emergency envelope.” It’s important to formulate an emergency succession plan and communicate various pieces to the proper parties. This isn’t as daunting as you might think. Ask yourself this question: “What would happen next if I were hit by a bus today?” Answer it on two levels: personal and church.

4. Develop a plan for a nonemergency but unforeseen departure. Succession is not a synonym for retirement. It’s also not just about emergency planning. You might sense God’s leading to leave your current church for another one. You might decide to leave ministry for another profession. Does your church have a plan for how to handle a vacancy outside of your emergency plan? Write out your process. Have it board approved and communicated to the appropriate people and accessible by more than one person.

5. Anticipate your (eventual) retirement. Some succession is linked to retirement. Is part of your compensation set aside for retirement? The primary reason many pastors hang on to their job too long is a lack of finances for retirement. Boards should have a compensation committee that meets to help you plan now for your eventual sunset years.

While every succession is different, carrying its own complexities, these steps seem to be applicable to the majority of the case studies we’ve encountered. Begin applying these “five commandments” to your setting, and you will be well on the road to a successful succession.