One of the most critical responsibilities of a leader is preparing for the day when he or she is no longer in charge. But all too often in the church world we avoid this like the plague. Maybe it’s pride? Maybe it’s fear of being replaced, or perhaps it’s a lack of trust in others. Whatever the reason, leaders who don’t plan for succession set their ministry up for failure.

It’s really no secret, no one stays in leadership forever. Whether it’s due to retirement, illness, burnout, or simply moving on, a leadership transition is inevitable. Yet, too many leaders behave as if they’ll be in the driver’s seat forever. This mentality is not only unwise, it’s selfish. Refusing to prepare for the next leader is a surefire way to see the ministry crumble when you’re no longer around.

Jesus even modeled succession. He spent years pouring into His disciples, teaching them, empowering them, and preparing them to carry on the mission once He was gone. He didn’t just hope they would figure it out on their own. He invested in them so the ministry could thrive. He gave them authority and then released them to lead.

The harsh truth: If you’re not preparing your successor, you’re building your ministry on your own ego, not the Gospel. And that’s a recipe for disaster.

Succession Is About the Future, Not Your Legacy

Many leaders get so caught up in their own legacy that they forget leadership isn’t about them—it’s about the mission. If your leadership crumbles the moment you’re gone, you weren’t building His Kingdom. You were building a monument to yourself. Succession is about ensuring the ministry continues to grow and thrive long after you’re no longer in the picture.

The church’s mission doesn’t end when you do. It’s much bigger than any one person, and we should be leading in a way that reflects that truth.

Succession planning isn’t just about finding the next person to fill your seat. It’s about building up leaders who can take the ministry further than you ever could. Your job as a leader is to invest in people, not just in programs or systems. When you pour into others, you’re ensuring the next generation of leaders is stronger and more prepared than you were.

This requires intentionality. It means mentoring younger leaders, giving them real responsibility, and letting them make mistakes. Too often, leaders hesitate to share authority because they’re afraid the next generation will mess things up or won’t do it the way we prefer it to be done. Newsflash: they will do it differently and they will mess things up. And that’s okay. Growth happens through failure. Your job is to guide them through it, not protect them from it.

Many leaders wait until they’re burned out or ready to retire before thinking about succession. By then, it’s too late to effectively pass the baton. A sudden leadership vacuum can lead to disarray, division, and even collapse.

Start early. Start now. Begin investing in future leaders long before you’re ready to leave. Succession planning should be part of your ongoing leadership strategy, not an afterthought.

In the end, leadership is about stewardship. You’re holding a position temporarily. Your job is to steward it well and then pass it on to someone else who can run with it. If you’re not preparing for that, you’re missing the mark. Let go of your pride, and start raising up the next generation of leaders today.