“Where there is no vision, the people perish.” – Proverbs 29:18
Much like a runner in a relay race must prepare to pass and release their baton to the next runner, a pastor must prepare for the future handoff of their ministry to the next generation. While there is much focus and support on growing a ministry, there is often little guidance for those looking to exit the full-time role of pastoring. Without a clear exit strategy, this transition can be challenging. To achieve the desired legacy following full-time ministry, a vision must be developed, planned, and executed.
“As Christians, we have a responsibility to the next generation to end well.” – Maria Lundqvist
Pastors understand that building a legacy starts the day they are ordained and continues with every step they take in public, every word they post to social media, and even through the behavior of their children. The legacy a pastor leaves behind will ultimately hinge on the successful transition of the church to the next generation. A well-executed transition not only preserves their good name and reputation but also serves as a powerful encouragement to the next generation of leaders, demonstrating that faithfulness and wise stewardship lead to lasting impact. Unfortunately, if the transition is poorly managed, the desired legacy may never match reality and could be devastating both emotionally and financially.
There are often specific expectations for what ministry transitions will look like before, during, and after they occur. Navigating money, however, can bring about multiple (and sometimes conflicting) expectations. The other nuances of ministry can create many opportunities for miscommunication and offense. Being intentional and planning ahead paves a peaceful pathway for both the exiting pastor’s family and the families within the church to welcome the shift to the next generation of leadership.
What Does an Ideal Succession Plan for the Church and Its Senior Pastor Look Like?
“Begin with the end in mind.” - Stephen Covey
Beginning with the end in mind means having a vision for the future and the legacy you desire to fulfill when you start the mission. It is never too early or too late to begin the planning of your legacy. Will the ministry be passed on to a family member, an associate, or merged with another ministry? This process is very impactful when adopted but is rarely practiced in business or ministry. A succession plan should begin to develop as soon as possible for two primary reasons:
1. To ensure the “sheep” don’t scatter and that the work can continue.
2. To provide for the pastor’s family when the last sermon is given, regardless of when that might be.
When a succession strategy is well-planned, well-established, well-communicated, and well-funded, it is a win for everyone. The key is to incentivize all parties involved by ensuring they achieve their “win” and remain supportive throughout the transition.
Steps for a Successful Succession:
1. Establish a Vision for Your Legacy: Clearly define your long-term vision, and ensure it’s documented.
2. Identify and Create Resources: Designate the necessary resources to financially support the transition.
3. Select and Incentivize Your Successor: Whether choosing a family member, an associate, or considering a merger, ensure the successor is well-prepared, incentivized, and motivated.
4. Communicate the Plan:
Share your transition plan well in advance to ensure a seamless and well-coordinated process. Effective communication should involve all key stakeholders, including the board, elders, and congregants. By engaging these groups early and transparently, you can address concerns, build consensus, and foster a sense of unity and support for the incoming leadership.
Everyone Can Win:
• Win #1: The senior pastor leaves with the financial resources for a long and fulfilling retirement.
• Win #2: The incoming pastor is equipped with the resources necessary to implement their vision for the future of the church.
• Win #3: The upcoming transition is communicated to and welcomed by the congregation.
• Win #4: The staff feels encouraged and even incentivized to stay through the transition to support the incoming pastor and their vision.
Do You Already Have a Plan?
Senior pastors often have faith that successions will “work out” instead of having a written and well-communicated strategy. While a plan may exist mentally, if it is not tangible or clearly defined, it may not provide the stability needed for such an important change.
Unfortunately, many pastors find themselves financially unprepared for retirement. A study by the National Association of Evangelicals (NAE) revealed that 80% of pastors say they don’t have enough retirement savings. This lack of preparation forces many pastors to continue working longer than desired. Additionally, more than 50% of pastors over the age of 55 have less than $50,000 in retirement savings, making it challenging to retire comfortably. A Barna Group study further highlighted that only one in three pastors is confident that their church will provide adequate financial support in retirement. This financial instability can lead to significant hardship, as pastors often face the abrupt end of their salary the moment they step down from their role.
The reality for non-denominational or independent churches is that they are often financially structured in a way that ends a pastor’s salary the last Sunday they serve as head pastor. This leaves pastors vulnerable to walking away with nothing if they are suddenly unable to preach due to illness or injury, abandoning everything they sacrificed to build. A Lifeway Research study found that 16% of retired pastors felt disappointed, betrayed, or bitter—a highly unfortunate outcome that is avoidable with proper plans in place.
A crucial part of passing the baton to the next generation is preparation. Putting a clear, successful succession strategy down on paper provides the stability pastors and their churches need to help ensure a successful transition of leadership to the next generation.
Our team of dedicated attorneys, CPAs, consultants, and advisors specializes in church planning and helps identify and create resources for a successful succession. To learn more about how we can help, contact us today.
