I recently attended a CMA hosted Webinar with Author Steve Woodworth looking at Christian Ministries and Succession Planning.
These are my notes:
Lessons from the Most Successful and Most Disastrous Ministry Successions
Book – Lost in Transition – Steve Woodworth
Successful succession planning involves the Board and the CEO working together. An example was given of a unsuccessful transition where the Board took it on to do the process themselves and ‘burnt’ the relationship with the outgoing CEO which ruined the relationship and ultimately hurt the ministry as well.
Boards need to realise that they need help. It’s not a decision they can make in isolation. A Board meets 5-day s a year compared to the CEO’s involvement 365 days a year.
Internal candidates are often a better fit than external candidates because of Culture Fit. An internal candidate already knows the culture of the organisation, which for an external candidate, particularly one coming from a secular background, can be very foreign.
Gone Too Soon vs Stayed Too Long
Turning 65 doesn’t mean you have to retire, some people lead into their 70’s, but others should retire in their early 60’s. It’s about passion, drive and vision.
Ask other people (trusted honest friends and the Board) about whether they think you are ready for retirement.
CEO’s should, in consultation with the Board, choose and groom an internal candidate. They may or may not end up being the right fit, but if you start early you have the option of changing if it become clear that the current candidate is not the right fit.
Hit by a Bus
All leaders should have an active Hit By A Bus plan that gets discussed at Board level each year. it doesn’t need to be the full Board but a discussion between the current CEO and 2 or 3 Board representatives. This plan could simply be a list of 2 or 3 potential internal candidates – which might change over time.
You can’t start your succession planning too soon – leaders should start thinking about it when you are in your 50’s.
If possible (if the process is done right) keep the outgoing leaders around. They add value, especially in the areas of donor relationships and deputation work.
Having an overlap is good. Even in churches.
The 5 key factors that make or break your succession
- Boards don’t know what they don’t know.
- Culture is King
- Humility is the secret sauce.
- Respect your outgoing leader.
- Clear communication makes it all go.
