I can remember waking in fear nearly every Sunday morning.
I served as a staff pastor in a small San Fernando Valley (California) church. My job was to oversee the operation of a cradle to grave Sunday School.
Each week I could anticipate that someone would fail to show up on Sunday morning. If I was fortunate, they might call me on Saturday evening. But mostly I’d discover the problem after arriving on the church campus.
The problem followed me when I left that job to plant the first Hope Chapel. It wasn’t until we’d moved to Hawaii that I came upon the solution to the ongoing drama.
A friend taught me how his company used succession management to build line workers into department heads and eventual vice presidents.
This was a wake-up call for me. I saw his idea as a solution to recruiting enough labor for us to operate our church as we should.
What is Succession Management?
As we approach the idea of “succession management” our focus is on the word, ‘succession.’
The goal is to ensure that every person on your team always has a successor ready to assume their job if they leave, or to fill in when they’re absent. Succession management makes it easier to recruit people, since you’re only asking new people to do entry-level service rather than recruiting them for more difficult tasks.
At the lower reaches of ministry, you recruit “helpers.” At the other end of the spectrum, I’ve always had a designated successor for my role as lead pastor. If I died or became disabled, this person would step right into my job. Sometimes that person was our youth pastor and would require the church elders support in order to succeed. The important thing is that we believed in them enough to trust that they could step into the position, successfully.
A Step Beyond
Succession management doesn’t just mean that we have a successor in place. It also means that the successor has a successor, and that person has a successor. It implies that every team member becomes a recruiter and disciplemaker.
When you analyze it, succession management is simply applied disciplemaking. The goal is to make disciples who make disciples who make disciples. A problem I’ve found with many leaders is that there is no practical outcome to their disciplemaking efforts other than the gathering of Bible knowledge and a growing level of spiritual maturity. For disciplemaking to pay off, for the Kingdom of God, it must result in some form of ministry. Ours succession-oriented disciplemaking does, how about yours? Sound off in the comments box…
Adapted from Team Building thru Succession Management, the second in a series of six books called How to Hire, How to Fire & How to Manage in Between.