Leaders like to talk about personality types....leadership depends on how a leader plans his or her succession plans
Leaders like to talk about personality types, visions, drive, tactics and successes. Yet great or disastrous leadership depends on how a leader plans for his/her succession. Unless that process is deliberate, detailed and carried out with vigour and conviction, any leader’s legacy will be diminished and the ministry weakened or derailed.
Many leaders cling to their roles, privileges and vision way past their shelf lives. This often betrays a lack of faith that God will guide us to new endeavours in His vineyard. For example, halfway through my second four-year term, I believe I have more to contribute, but the inevitable passing on the role to my successor must still be a priority.
The necessity of mentoring and empowering others is not merely for top-tier leaders but also for anyone who has held responsibility for many years. If you believe in the value of the role you currently inhabit, you will invest in preparing others to take it forward. You should be your successor’s biggest fan, bearing in mind that others have opened doors for you. Whatever your contributions have been, God equipped you for a particular season, not for life.
In decades past, leaders were often lone wolves who exerted total control. Pioneering leaders often seek their identities in what they create and manage. But our identity is actually rooted and expressed in Christ. Roles throughout our careers will change but not our rootedness in Jesus.
Stronger together
Today, group leadership that pools knowledge and experience acquired over decades in a broad spectrum is essential. If I lead alone, I can only offer what I have (which is never enough), and burnout ultimately results. In contrast, a five-member leadership team can pool assets and achieve a synergy at least five times greater. They can circulate new ideas together, pray through and respond to crises together and share burdens and responsibilities. If one member of the leadership team is incapacitated, the work will still move forward.
It’s said that the politician thinks of the next election, whereas the statesperson thinks of the next generation. Any healthy leadership model will strive to think long-term about the ministry. Personally, I may not see the fruition of my dreams any more than the person who plants an oak tree will enjoy its shade. The task of leaders is to lay a foundation that empowers all that is built on it in coming generations.
Succession planning should be part of every orientation and appraisal. If we determine that, amidst tremendous changes in the world and ministry, a particular leader has not adapted or attempted to change his/her ministry, we need courage and compassion to say that the leader is not suitable for the current needs. Failing to address this inevitable and desirable progression in anyone’s career only hurts everyone involved. Long-term leaders need fresh inspiration, and the organisation needs fresh energy and ideas.
In sum, then, we can say that leaders have five callings.
Leaders who follow Jesus are called to
• Learn well, with a purpose of expanding knowledge fertilising wisdom. Reading and studying widely demand discipline and making choices. But also, leaders must learn from life and the people around them, including their enemies. Anybody can teach you something new; even a fresh recruit can teach a 20-year veteran.
• Love well. Leaders who are confident in Christ puts others above themselves (Phil.2:3) and increases others’ value. We must love and then leave the results with God. As a leader, demonstrate how a healthy family can express love.
• Live well. Jesus has offered us abundant life, not survival. As leaders in our families and work, we need to celebrate life, honour one another and laugh and cry together.
• Lead well. A leader must be generous with others, seeking their growth and success, investing in building their characters.
• Leave well. Leave while you can still seek new challenges, and be a champion of the work you loved. Leave the stage while the audience is still applauding. Don’t try to postpone your departure. Leaving well can be a tremendous testimony to your peers; don’t deny them that costly gift.