Leadership Succession Plan

Senior and Executive Pastor Positions

A Note from LD

Two books that I read by Jim Collins, Built to Last and Good to Great, impressed me with the fact that the best thing a leader could do for his company was to have an orderly, well-planned transition from him to the new leader.  I don’t consider myself a CEO, I am a shepherd of the Lord’s sheep, and that is all the more reason to have a good transition plan.

I started looking for resources that would help us come up with a succession plan, so that when there is a transition in the pastor/teacher position at First Church, it will be done in an orderly way. I found a great book, The Elephant in the Boardroom, by Carolyn Weese and J. Russell Crabtree.  I read it and it contained some practical information about how to transition from one pastor to another, particularly a pastor that has served a long time in one church.

In October a year ago, I gave the Elders and Lead Staff a copy and asked them to read it. At my insistence, I requested at the elders retreat last June that we begin to discuss the transition. I didn’t want the transition to be the “Elephant in the Boardroom”.  I wanted us to deal with it so that when it does happen it will be done right.  I also asked the Elders to have the plan by the end of this year.

Rad Wakefield, our Chairman, appointed a transition team to work out the  plan. The team consisted of Bud Smith, Chairman; Rad Wakefield, Elder Chairman; Denny Smith, Elder Vice-Chairman; Jeff Martin, Elder; Tommy Baker, Executive Pastor and me.

For several months we worked extensively on the transition plan.  It was presented to the Elders at their October meeting, and they     accepted it.  Now, we are presenting it to you, so everyone will know when it comes time for me to step down or any future pastor/teacher, just how it will be done.

There are many rumors out there about how I will step down, so this will stop them and inform you of the process that will take place when it does happen.  This does not mean that I am stepping down any time soon.      

This flyer is designed to give you an overview of the plan.  You’ll see that the plan takes time to “do it right” including an 18 to 24 month transition period where I will be working with the next pastor/teacher.  I believe it is a good plan that will guide us through the transition when the time comes.  Please keep us in your prayers and always remember, “the shepherd loves HIS sheep”.

Basic Tenants of the Plan —

1.       The goal is for every aspect of this plan to create a “seamless” transition in staff leadership whenever a vacancy arises - planned or unplanned.

2.       The plan includes sections on:  Essential Qualities, The Selection Process, The Transition Process and Period, The Formal Transition.

3.       Plans are also developed and/or refined for handling transitions in other staff positions.  This specific plan applies to the  Executive Pastor position as well.

4 Phase Plan Overview —

     Phase I:

      Pastor Announces Future Retirement

·         Agree on future date

·         Revisit and update the strategic plan

·         Review and update job description

     Phase II:

      Search Committee Established

·        Search is started internally

·        Search may be extended outside

·        Candidate is identified and approved

     Phase III:

      Soft Transition Period

·         New pastor is mentored by current pastor on the church, preaching, and pastoral duties

·         18 to 24 month time period

     Phase IV:

      Formal Succession

·        Formal ceremony honoring pastor and spouse

·         12 to 18 month buffer period to establish new pastor

Key Points To Remember —

·         LD asked the Elders to develop a transition plan well in advance of his retirement so we are prepared for the day when LD retires - he is not announcing his retirement.

·         The entire transition process will cover many years and includes an 18 to 24 month period where LD and the new senior pastor will be working together -  it will not happen overnight.

·         Before a search committee is selected, the First Church Strategic Plan needs to be updated and the job description revised.  The search committee will start by looking for candidates internally and then externally if needed—the entire process may take 4 years or more to complete.

What We Can Do —

Pray for God’s blessing, protection, and guidance for First Church of Christ.

Pray for the future leaders of First Church of Christ and that God will raise up the right people at the right time to accomplish His will.

Thank Him for the terrific legacy that our staff is living and leaving in the world.

Pray that God will continue to use First Church to lead people to know, worship, and serve Jesus Christ, all to His glory.