5 reasons why a retiring pastor is not the best person to choose their successor
iStock
In my consulting practice, I have analyzed hundreds of pastoral transitions. I've observed that many times a retiring pastor often puts forth, even informally, their successor. This can be a misstep for five reasons.
1. Strings attached:The retiring pastor has vested interest in the selection of a successor. The retiring pastor has financial relationships (loans, housing, benefits) and personal relationships (friends, enemies and even status, e.g. titles such as "pastor emeritus" or "founding pastor"), that can cloud (even subconsciously) their selection.
2. Mentor-to-mentee:The successor often has operated in a subordinate relationship to the retiring pastor and the successor may have trouble modifying that relationship. This especially becomes problematic when crises arise and the subordinate may subconsciously acquiesce to the former leader's view.
3. Culture changes:The retiring pastor often seeks a successor who will reach a younger generation, a different ethnicity or another type of culture. But retiring pastors often tell me they select a successor, "Because I get along with them." This is good in a subordinate. But this can be self-defeating when you are trying to equip this leader to reach a different culture.
4. Exceptional leaders are rare:The subordinate often will not have the exceptional character and gifts to lead an exceptional church. Leading a large and/or growing church is one of the most skilled and supernaturally empowered jobs on earth. And I've seen that men and women who can do so are veryfew and far between. Often they will not be found in your existing congregation. The best leader may be hundreds, if not thousands of miles away, and possibly in another denomination. The best solution is to use a nationwide search firm to cast a broader net.
5. Legacy: Because if things go bad later, you may be blamed. Most pastors want to retire with a legacy that focuses on the positives of their ministry. When a retiring pastor gets involved in the successor selection, that retiree's legacy is tied to another.
 |
Bob Whitesel (D.Min., Ph.D.) is a foresight coach, professor, and award-winning author of 14 books. For over 30 years, he has guided leaders and churches to pivot and engage what’s next. He holds two earned doctorates from Fuller Theological Seminary and teaches on leadership foresight, church health, and organizational change. His website is www.ChurchForesight.com. Learn More » |
More on Church Leadership and Administration
- Eight essentials for guest-friendly church bulletins (by Thom Rainer)
- Eleven observations about church transfer growth (by Thom Rainer)
- A multicultural church avoids intracultural leadership (by Bob Whitesel)
- 5 church communication resolutions (by Mark MacDonald)
