Succession: Making A Smooth

Transition

Chicago Conference with Lyle Schaller

Background:

Virginia Baptist Mission Board invited eight pastors of very large churches to attend this conference in Chicago with Lyle Schaller.

Lyle Schaller is the author of many books. In recent years, he has focused on growing the Very Large Church.

Background: Before the conference, each pastor

prepared: Biographical information about

himself Brief over-view and history of his

church Staff make-up and scope of present

ministry Statistics for worship, Sunday school

and offerings for the past 10 years

Schaller’s General Comments

Americans choosing to attend very large churches: Worship Attendance Number of Churches 1 - 100 . . . . . . . . . . . . . . . . . . . . . . . 21,684 100 - 200 . . . . . . . . . . . . . . . . . . . . . . . . 7,943 200 - 300 . . . . . . . . . . . . . . . . . . . . . . . . 2,639 300 - 500 . . . . . . . . . . . . . . . . . . . . . . . . 1,917 500 - 800 . . . . . . . . . . . . . . . . . . . . . . . . 799 800 - 1000 . . . . . . . . . . . . . . . . . . . . . . . . 209 1000 plus . . . . . . . . . . . . . . . . . . . . . . . . . 425 TOTAL CHURCHES: 35,616

Attendance Statistics:

Most SBC churches are small, but most members go to larger churches:

Worship Attendance % of SBC Churches % attending

1 - 125 72% 31% 126 - 500 24% 38% 500 plus 4% 31%

Why People Choose Larger Churches:

Not primarily because they are large churches but because they are the only churches able to provide QUALITY, RELEVANCE, and CHOICES. Quality: facilities, ministries, preaching, staff,

etc. Relevance: whatever the church is doing must

apply or connect as being relevant to my life. Choices: at every level (ministries, ways to

“plug-in”, times and variety of services, etc.)

Schaller: Bonsack’s No. 1 Issue is Succession

The larger the CHURCH, the longer the TENURE, & the sharper the GROWTH pattern, the more crucial is succession,

and the more difficult it is to work it out.

Schaller: Bonsack’s No. 1 Issue is Succession

Whenever there is major change in a church, people need “stability zones” to see them through the transition.

Schaller: Bonsack’s No. 1 Issue is Succession

Continuity in churches is usually found in RELATIONSHIPS. Thus, long pastorates help churches grow because the pastor becomes a stability zone in the midst of continued change.

The Way We’ve Always Done It:

The long tenured pastor retires and the church finds an interim for a year or so.

During that time, the church thinks about what kind of pastor they’re looking for.

The Way We’ve Always Done It: Finally the new pastor is called and

the church works to adjust to its new leader.

The retired pastor steers clear of the church... so they can finish grieving and make an attachment to the new pastor.

Why The Old WayDoesn’t Work: First, pulpit committees in long-

tenured pastorates have little experience in what they’re doing.

Second, in very large churches, the new pastor doesn’t understand

the DYNAMICS or the CULTURE of that particular church.

Why The Old WayDoesn’t Work:

Third, new pastor is usually a generation younger... relates to a different group of people other than the old leadership, and has no attachment to the current staff.

Schaller’s Suggestion: A New Approach

First, pastor puts together a small group of key leadership and staff to formulate MINISTRY direction for the next 7 to 10 years.

Second, work with the same group to consider what kind of staff will be needed to do this ministry plan.

Schaller’s Suggestion: A New Approach

Third, find a new pastor, (in the next 2 to 3 years), with current pastor heavily involved in the process. The church must take advantage of his

knowledge and experience while he’s still here.

In talking with a prospective pastor, the church will already have it’s ministry direction and staffing to share with the new person.

Schaller’s Suggestion: A New Approach

In the very large church (over 800 in worship), PREACHING must be EXCELLENT. New pastor must be able to consistently deliver “A” or “A+” messages.

Schaller’s Suggestion: A New Approach

The current pastor must agree to continue to STAY ON in ministry to the church... for an additional 5 to 7 years with two major responsibilities in his new job description: Focus on the things he really wants to do. See that things work out well for the new

pastor. Lay leaders involved from beginning in

this process must be committed to making things work out with the new pastor.

More About Dr. Moore’s Responsibilities:

Dr. Moore would provide a “SECURITY ZONE” for those who love him & his ministry... so the church didn’t end up losing these people while the new pastor learned the church CULTURE and how to pastor a “very large church”.

More About Dr. Moore’s

Responsibilities: Dr. Moore would continue to preach...

as would the new pastor. Preaching could be worked out in a

variety of ways. Presuming new pastor is an excellent preacher/teacher, he would help continue to draw new people.

The church would get used to several “teaching/preaching” pastors who did exceptional jobs, even if different styles.

Some Added Benefits Of This Plan:

If this model worked, then when Bob did leave, several things would likely happen: He would leave a much smaller hole with

much less negative impact on the church. He’d be free, indeed expected, to help out

with training, teaching, preaching (JBS… Easter Pageant... 6 week sermon series, etc.).... without being a threat to the current pastor.

Some Added Benefits Of This Plan: Longevity of current staff would

more likely to be preserved, adding value to the church.