This past week I spent just over an hour speaking with a pastor in
his 60s at a church in another city. My new friend has been senior pastor at his church for
over 30 years. He feels it is time for him to develop a plan of succession. He had heard
from one of our members here at Cuyahoga Valley Church that we have transitioned
leadership, at least according to our member's perspective, in a way that has preserved the best
of the past and forged a brighter future.
The pastor wanted to talk with me about succession. He
had prepared a list of questions for us to discuss. I hope the conversation was
beneficial for him.
As I have reflected on the conversation, I have begun to
think a little more about the "why" of succession.
I have often said, "There is no success without a
successor." I think that this statement is true as long as "success
"is well defined.
What is "success" for church? To be sure, Cuyahoga Valley
has experienced what the world might call success in terms of the ABCs: Attendance, Buildings, and Cash. But just because a church knows it's ABC's does not mean
that it is successful in the sight of God.
Success to God may not look like success in the eyes of
the world. Success to God may look simple, but it is profound: Loving God.
Loving one another. Glorify God. Making disciples. Being a pillar of truth.
Guarding sound doctrine. Pursuing justice. Walking humbly. Seeking first the kingdom. Living new. Creating a caring community. Linking generations.
We could go on and on. But you get the idea. You can add your own successes in God's eyes to
this list. These are the things that we know instinctively make for true
success in the eyes of God.
Passing the leadership torch so that a church is successful in the ABC's - that attendance stays
strong, the building is current, and the cash keeps flowing - is not why a leader
should consider how to best transition.
No. A church leader is a pastor. And at the heart of
being a pastor is being a shepherd.
I'm opposed to the too-often practiced strategy of those
pastors who turn in a two week notice and then leave the sheep without proper
care. It might sound harsh, but I think that this kind of so-called leader does
not have the spirit of a pastor but has the spirit of a mercenary. A shepherd
does not take care of the sheep only when he is employed as a shepherd and gets
a pay check.
A shepherd takes care of the sheep. Period. He feeds, waters, and
protects his flock. He's concerned about the sheep even when he's not around or no longer in the lead shepherd role. So, when it is time for a shepherd to leave senior leadership
responsibilities for his flock, he does so, if he truly loves the individual sheep, while carefully and prayerfully empowering and equipping a
successor-shepherd.
In this sense, then, a succession plan that is successful
in the eyes of God is rooted and grounded in love for God's sheep and a desire
to preserve the health of the flock of God.
A true pastor wants the church to continue to be
successful in the eyes of God: Following Christ. Depending on God.
Abiding in Christ. Being filled with the Spirit. Bearing the fruit of the
Spirit. Creating a just society. Setting captives free. Rebuilding ancient
ruins. Restoring brokenness. Rejoicing in all things.
I urge pastors everywhere to follow your most noble and
most loving instincts to care for the flock that you have said that you love and that God has given you.
Continue to love them well even after you have passed the torch of leadership.
And one very significant way to do that this to be thoughtful, prayerful, and
strategic as to how you passed the torch of leadership to the next generation.
If you would like to discuss lead pastor transition issues, then email me a rick@auxano.com. I'd love to share what we've learned over the past 5 years at CVC.
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