Description & Rationale

The goal of leadership is not to create a position or function that will last forever, but to develop and equip others so that they may be able to continue the work that was started. Releasing others does not diminish the leader’s effectiveness or sphere of influence but rather enhances an increases it. The very nature of servant leadership is to pass the baton of leadership to others while still in one’s prime. The art and practice of leadership succession is a competency that results in healthy organizations that fulfill their purpose beyond just the founder, charismatic leader or one generation.

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Syllabus: 5.80 Leadership Transition

5.81 Syllabus

Description and Rationale

The goal of leadership is not to create a position or function that will last forever, but to develop and equip others so that they may be able to continue the work that was started. Releasing others does not diminish the leader’s effectiveness or sphere of influence but rather enhances an increases it. The very nature of servant leadership is to pass the baton of leadership to others while still in one’s prime. The art and practice of leadership succession is a competency that results in healthy organizations that fulfill their purpose beyond just the founder, charismatic leader or one generation.

Objectives

Upon completion of this Competency the candidate should:

• Become more aware of the need to be preparing to pass on leadership to others at every stage of life.
• Have completed the “Leadership Succession Assessment” to determine their level of commitment to this principle.
• Have the tools to begin to mentor others so that the organization continues to fulfill its purpose.
• Have an accountability partner or mentor who can help them in the process of succession or at least being sensitized to the need for this at some point in their ministry lives.

Core Requirements

• The candidate will complete the following readings:

Coaching Guide, Section 4: Transitional Ministry, pages 37-41.
Between Pastors by Cam Taylor & Alan Simpson, “Section 1: The Transitional Ministry,” pages 5-28.

• The candidate will complete the “Leadership Succession Assessment” and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 3-4 page reflective summary paper.

Mentoring Goals

• To help the candidate appreciate the critical need of developing others in preparing for a succession plan.
• Through the assessment, help the candidate identify their current appreciation of this principles and steps they can take to prepare for its reality.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve greater competency in this area.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding what lifestyle changes need to be made by the candidate in order to prepare for succession one day.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate increase in the knowledge and practice of a personal and organizational succession plan.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.