Developing Your Succession Plan

In my last post , I covered seven ways Jesus prepared his disciples to carry on the vision and mission of the kingdom after his return to the Father. In today’s discussion, I’d like you to consider your own succession plan by asking you several questions.

First, how will you identify a successor in business, ministry or whatever enterprise in which you’re engaged? Jesus spent an entire night in prayer before choosing his disciples (see Luke 6:12-16).

Second, what are the strengths and weaknesses of this person? How can you help them move more in the area of their strengths and compensate for their weaknesses? Consider how Jesus gave the disciples opportunities to minister and worked with them on a personal basis.

Third, what guidance will you give this person and how will that happen in terms of coaching and mentoring? Do you have an intentional and consistent plan?

Fourth, have you developed a hand-off (“passing the baton”) timeline in which you will formally transition out of leadership? Between resurrection and ascension, Jesus focused his time with his disciples doing exactly that.

Fifth, how will you assess their progress throughout the transition process and give them feedback? And perhaps more importantly, at what point will you completely let go and not get involved without an invitation from your successor after transitioning out?

Although succession planning is not rocket science, it must be thought through carefully and prayerfully. Great leaders think about it from the beginning of their leadership, realizing the stewardship of their responsibility involves both the present and the future.​

[Next week’s post will discuss the disciplines of a serving team leader.]