Transitions in leadership can be challenging. Most of us, especially those called to pastoral ministry, will be faced with the prospect of assuming the leadership in a church or parachurch setting in a few years if not sooner. This article provides a few insights on how to alleviate some of the conflict that arises from the transition of one leader to another. Even if the predecessor has prepared the people for a new leader, tensions are still likely to arise as the new leader and followers become accustomed to one another. There are four areas of interaction that are vital to successful transitions:
- · Partnering in decision making. New leadership brings new opportunity for improvement and change by having a fresh perspective. Followers tend to have an understanding of the organization.
- · Focusing on the successful implementation of new directions. Leaders should be focused on the anticipated goals and outcomes while followers are more involved in implementation.
- · Challenging the new leader as appropriate. Both the leader and followers should focus on the success of the organization. Open and honest feedback, delivered in a respectful manner, helps the new leader avoid potentially costly mistakes early on in his or her tenure. A leader who sets an open environment earns the trust of the followers.
- · Understanding and providing the unique support that the new leader requires. But the new leader and followers need support during transition. The new leader especially needs to assemble a network of support for counsel and encouragement.
Dibs!
ReplyDeleteIt’s difficult to provide advice for leaders in transitions as well as congregations in transition in one article—you just had to do it in 250 words! Kudos :)
ReplyDeleteI fully support the exhortation to partner in decision-making, emphasis on partner. Congregations and new pastors are generally defensive at first and keep their walls up. This is appropriate at first—a pastor must protect him or herself and their family, the same goes for the congregation. However, both the pastor and the congregation must take steps towards each other to partner for the future of that local church and the glory of God. The pastor will likely need to model this however.
However, I question the advice to challenge the leader. Most congregations do not need encouragement to challenge their pastor. The simple existence of the new pastor is challenge enough for the congregation! Joking aside, we know that people do not deal with change well. One of the best pieces of advice I heard for a new pastor is to, within reason, change very little in the church during his or her first year. A leader needs to build credibility, trust, and respect—key characteristics needed to lead through change (as explained in our course texts).