Is Your Church Prepared for the Next Pastor?

Preparing your church for the next pastor reflects a willingness to trust God to continue the ministry through the right person at the right time.

By Aaron Summers

I was skeptical when I picked up Succession: Preparing Your Ministry for the Next Leader by Bryant Wright. Johnson Ferry Baptist Church hosts four in-person worship services every Sunday, and thousands attend each week. It’s hardly comparable to the context of a smaller congregation.

I wondered how his experience and process of transitioning out of leadership could relate to the vast majority of pastors when the SBC average worship attendance is 86. However, as I read on, I found Wright’s insights are valuable for all church leaders, regardless of church size. The principles are adaptable and necessary for any ministry preparing for the inevitable leadership transition. Here are a few key takeaways.

1. Embrace self-awareness

Wright describes how, upon turning 60, he and his church began grappling with an important question: “How much longer should I stay in this role?” This is the elephant in the room for many pastors and their congregations. As thousands of pastors approach retirement age in the next decade, churches need to cultivate self-awareness about the future of their leadership. Succession is inevitable. The pastor and church must acknowledge change is coming. Whether you’re approaching retirement or not, it’s important to have the humility to recognize when a transition might be on the horizon.

“As thousands of pastors approach retirement age in the next decade, churches need to cultivate self-awareness about the future of their leadership.” — @aaronwsummers Share on X

2. Put together a planning team

Regardless of your church’s size, Wright’s advice to assemble a team to help guide the transition process is essential. Wright’s church elders served as a confidential planning group to discuss the future. For smaller churches, the same principle applies. Identify three to five trusted members who can help determine the church’s needs. While Wright doesn’t give much advice for smaller congregations without elders or an extensive leadership team, the core idea remains. Don’t try to navigate succession on your own. You need input from those who know your church well and care about its future.

3. Take your time

Wright planned his transition for a decade later. Long-term planning may not be possible for everyone, but patience is the key takeaway here. Succession is not something to rush. Churches need time to process, plan, and prayerfully consider the future. Taking your time allows for a smoother transition, avoids panic, and helps ensure the next leader is the right fit for the church. Succession planning, when done well, can be a gradual and deliberate process.

4. Develop a detailed plan

One of the most helpful sections in Wright’s book is his breakdown of potential succession scenarios. Every church should have a plan in place, and Wright suggests three key possibilities to consider:

• Catastrophic exit: What happens if the pastor suddenly exits due to death, illness, or an unexpected resignation? Every church needs a contingency plan for the worst-case scenario.
• Successor on staff: In Wright’s case, he had the luxury of a leadership team and potential successors already on staff. Most churches won’t have this option, especially smaller ones. But the principle is still important: Develop and train future leaders. If you don’t have a natural successor, consider ways to build up future leaders within your church. 
• Search for a successor: Wright advocates keeping a list of potential candidates in case a traditional search becomes necessary, allowing the current pastor to provide input without controlling the process. Pastoral involvement at that level may feel awkward, but it can ensure continuity and a smoother transition. 

5. Communicate carefully

One of the most challenging aspects of succession is knowing when and how to communicate the plan to the church. Wright feared if he announced his succession plans too early, the congregation might see him as a “lame duck,” which is a common concern for pastors. However, Wright’s elders emphasized that when handled with care, transparency can ease fears and uncertainty within the church. Knowing a plan is in place often reassures people, even if the transition is still years away. The key is to communicate in a way that builds trust and confidence.

Leadership for the long haul

As pastors, we’re called to do more than preach on Sundays. We’re entrusted with the church’s long-term spiritual well-being and direction. That includes preparing our congregation for the time when we’re no longer at the helm. Succession planning is an often overlooked aspect of pastoral leadership. Yet, it’s one of the most important acts of stewardship we can offer.

Pastors are “entrusted with the church’s long-term spiritual well-being and direction. That includes preparing our congregation for the time when we’re no longer at the helm.” — @aaronwsummers Share on X

While focusing solely on the church’s present needs is easy, failing to plan for the future can leave a congregation vulnerable to instability or prolonged periods without clear leadership. Bryant Wright’s Succession reminds us leaving well is as much a part of our calling as leading well. Whether through retirement, moral failure, an unexpected call to a new ministry, or even death, transition is inevitable. The church is not ours to control but ours to shepherd temporarily. Part of that responsibility is ensuring we aren’t the sole cornerstone of its health and growth.

Succession planning is more than a retirement issue. It’s about being prepared for any situation that may arise. It’s about taking intentional steps to safeguard the church’s future and ensuring its ongoing mission to advance the gospel. As we see in Wright’s book, this can involve building a leadership pipeline, creating clear plans for unexpected exits, and developing thoughtful strategies to serve the church during a leadership transition.

Moreover, when we think about succession, we also model humility and trust in God’s plan for His church. It’s a reminder that the ministry doesn’t depend on us. It’s Christ’s work, and He will continue it with or without us. Succession planning reflects a willingness to pass the torch and trust God will provide the right person at the right time to continue the ministry.

For permission to republish this article, contact Marissa Postell Sullivan.