By Tim Stevens, CEO & Founder of LeadingSmart
Pastoral succession is one of the most important, and most avoided, conversations in church leadership. Many churches delay it because it feels uncomfortable, premature, or even disloyal. But postponing succession planning often comes at a much higher cost: stalled momentum, fractured trust, staff turnover, and uncertainty among donors and congregants.
Healthy churches don’t wait for a crisis to talk about leadership transition. They treat pastoral succession as an act of stewardship—one that protects the mission, honors generosity, and ensures long-term impact.
So how do you know when it’s time to begin the conversation?
In my 40+ years leading and consulting with church leaders, here are seven common signs I see that a church may need to start thinking seriously about pastoral succession planning, whether the transition is imminent or still years away.
7 Indicators it May Be Time to Talk About Pastoral Succession
1. Growth has Plateaued or Declined
A plateau does not mean failure. Often, it signals that the church has fully lived into its current season of leadership.
When momentum slows, leaders should ask honest questions:
- Has the vision reached its natural horizon?
- Does the current leadership structure still match where God is taking the church?
Ignoring these questions can quietly erode confidence, especially among staff and key givers who are deeply invested in the church’s future.
2. The Congregation is Aging Alongside the Pastor
Over time, churches often mirror the age and stage of their senior pastor. While this can be healthy, it may also limit reach to younger generations.
When demographic shifts go unaddressed:
- Outreach effectiveness can decline
- Younger families may disengage
- Long-term giving pipelines can weaken
Succession planning allows churches to respond strategically rather than reactively.
3. The Pastor’s Energy or Passion is Waning
Loss of energy doesn’t indicate failure. It indicates humanity. Leadership transitions are often healthiest when initiated before burnout or disengagement sets in.
Congregations are remarkably perceptive. When passion fades at the top, it frequently shows up downstream in attendance, morale, and generosity.
Planning ahead honors both the pastor and the people they serve.
4. Increased Staff Turnover
When trusted, high-capacity staff begin leaving, it’s often a signal, not a coincidence.
Frequent turnover may reflect:
- Unclear future direction
- Lack of confidence in leadership continuity
- Anxiety about what comes next
Staff instability almost always affects donor confidence. A clear succession pathway reassures internal teams and external supporters alike.
5. The Pastor is Increasingly Drawn to Other Passions
Many pastors discover new callings later in life: writing, mentoring, teaching, nonprofit leadership, or consulting. These interests aren’t threats; they’re often signs of a coming transition.
The key question is not whether the pastor has other passions, but whether those passions are beginning to outweigh excitement for leading the church day-to-day.
Handled wisely, this can become a gift to the church rather than a disruption.
6. A Strong Internal Successor is Emerging
When a capable leader is already on staff, churches face a unique opportunity and risk.
Without clarity:
- Talented leaders may leave
- Internal competition can increase
- Donors may sense uncertainty
Proactive succession planning allows churches to develop leaders openly, retain talent, and communicate confidence to stakeholders.
7. The Pastor is Nearing a Natural Transition Point
There’s no universal retirement age, but seasons matter. Leadership influence changes over time, and wise pastors recognize when their role needs to evolve for the sake of the mission.
Succession planning is not about age. It’s about legacy, health, and sustainability.
The Deeper Truth: Every Pastor is an Interim Pastor
Whether a pastor serves for two years or forty, every role is temporary. The church and its mission must outlast any one leader.
From a generosity perspective, this matters deeply. Donors don’t just give to today’s ministry; they give to a future they believe in. Clear succession planning signals:
- Stability
- Integrity
- Long-term stewardship of resources
Churches that plan ahead protect trust, generosity, and mission continuity.
Why Succession Planning is a Stewardship Issue
Pastoral succession is not simply a leadership issue. It’s a stewardship issue.
When churches delay planning:
- Capital campaigns stall
- Major donors hesitate
- Vision clarity erodes
When churches lead well through transition:
- Giving often stabilizes or grows
- Trust deepens
- The mission accelerates rather than resets
Succession done well honors past faithfulness while creating confidence in what’s ahead.
Next Steps for Church Leaders
If your church is beginning to sense that a leadership transition may be on the horizon, near or distant, the best next step is intentional planning with experienced guides.
A healthy succession process provides:
- Clear timelines
- Honest conversations
- Alignment between leadership, staff, and donors
- Confidence that the mission will continue strong
Pastoral succession doesn’t have to be reactive or disruptive. With the right preparation, it can become one of the most faithful acts of stewardship a church ever makes.
If our church or ministry is currently navigating a season of transition and/or planning for succession, check out this free Pastoral Succession eBook and this 11-episode podcast series, or reach out to our team to schedule a free consulting call.
Tim Stevens is the founder of LeadingSmart and a former executive pastor who serves churches as a trusted advisor during seasons of leadership transition. He helps pastors and boards plan for the future through succession planning, board governance, and strategic advising in ways that honor the past, strengthen trust, and position churches for long-term health. Learn more at LeadingSmart.com