Transition is the last act of leadership. That is not just stating the obvious. Leaders realize they will all face transition from their role at some point unless the Lord comes first or calls us home. In that sense, we are all transitional leaders in whatever organization or ministry we may serve. As a result, leaders should be as intentional about preparing for transition as we are about casting vision, raising resources to accomplish that vision, or developing leaders who can carry that vision out.
While this is not always possible when transitions happen unexpectedly for any number of reasons, good leaders do not just leave the transition to chance or for someone else to figure out. We may not be able to control all the details or decisions related to transition, but there are some things we can do to influence the outcome.
We just completed a transition in the executive director role in our state convention, in which our associate executive director was elected to be the next executive director. While the search process was open to anyone who wanted to apply and the final decision was made by the messengers of the convention, the choice of the candidate was clear. It was the result of over two years of an intentional process to allow the prospective next leader to develop relationships, learn policies and procedures and gain the trust of staff and key leaders. The end result was far better than bringing someone in from the outside who would be starting from scratch.
There are times when it is beneficial to bring someone in from the outside with a fresh perspective and a new vision for the organization. Even then, deliberate attention should be given to how the transition is carried out. Healthy transitions require humility and honor on the part of the incoming as well as the outgoing leader. When those qualities are missing, the people in the organization and the ability to carry out its mission will be adversely affected.
I have been privileged to witness some exemplary transitions during my ministry career. I have also seen some transitions that crashed and burned. In every case when it was successful, it had more to do with how the incumbent leader was able to relinquish control, support the new leader and encourage others to embrace the change. When those elements were missing, the organization or ministry suffered. There has to be a high level of trust and willingness to allow the next leader to begin making decisions, even if it means changing the way things have been done. That is the beauty of having a new leader!
I have a friend who compares transition to handing a baby to another person to hold. The most critical moment is transferring the baby from one person’s arms to another. It takes great care, good communication and a willingness for both to cooperate in order for the hand-off to work. The most important thing is not to drop the baby! That is true in leadership transitions as well. Whether it is a church or ministry organization, we cannot afford to drop the baby. That is why transition is so important. It should be as intentional and as carefully executed as possible so the ministry and the mission can keep moving forward. It is the last act of leadership.
Next Steps:
- Does your church or ministry organization have a transition plan in the event of the loss of the senior leader? If not, is there openness to create such a plan?
- What do the bylaws of your church or ministry organization say about the selection of a new leader? Do they allow for transition planning?
- Consider talking to a few top-level leaders in your church or organization about creating a transition plan for the future.
- Is there anyone inside your church or ministry that might be a potential future leader? Would you consider working with them for a possible future leadership role?
- If there isn’t anyone who might be a future leader within your organization, is there someone you would want to bring in to develop for a leadership role in the future?
