Succession planning : essential elements of successful succession planning

Lee, Jeffrey D.

Etd

Succession planning : essential elements of successful succession planning

Öffentlichkeit Deposited

MLA citation style (9th ed.)

Lee, Jeffrey D. Succession Planning : Essential Elements of Successful Succession Planning. rim.ir.atla.com/concern/etds/eceef67e-18b6-474d-8130-b7a87558c005?locale=de.

APA citation style (7th ed.)

L. J. D. Succession planning : essential elements of successful succession planning. https://rim.ir.atla.com/concern/etds/eceef67e-18b6-474d-8130-b7a87558c005?locale=de

Chicago citation style (CMOS 17, author-date)

Lee, Jeffrey D. Succession Planning : Essential Elements of Successful Succession Planning. https://rim.ir.atla.com/concern/etds/eceef67e-18b6-474d-8130-b7a87558c005?locale=de.

Note: These citations are programmatically generated and may be incomplete.

Schöpfer

Lee, Jeffrey D.

Rechteerklärung

In Copyright

Abstrakt

The purpose of this study was to discover how senior pastors create organizational continuity through their succession plans. Churches face significant challenges when senior pastors retire or transition without succession plans. This study concluded that there are ten significant findings and ten actions that can reduce congregational anxiety and enhance the organizational continuity during a succession. The study found that congregations should be understood as emotional systems and that senior pastor transitions cause organizational anxiety. Self-differentiated leaders are essential to a healthy succession planning process, due to the emotional nature of the congregation. Succession plans that create organizational continuity must be aligned with a church’s mission, vision, and values. The most important person in the succession planning process is the transitioning senior pastor. Senior pastors who remove significant barriers for their successor’s benefit have more succession success than those that do not. Contrary to popular belief, differentiated senior pastors can remain on staff after their transition in a reduced role. The longer the tenure of the transitioning senior pastor, the longer the succession planning process ought to be. Ten hiring practices were recommended to alleviate the challenge of finding and hiring a successor: hire a culture fit, hire and develop an internal candidate, hire a young generalist, hire a successor years before their transition, and hire a succession consultant. Within the succession plan, essential elements emerged as key pieces of the succession plan: creating a timeline, teaching team, emergency succession plan, communication plan, and celebration plan for the transition.

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