Maintaining a steady line of leaders is essential to the health of any organization. For example, in the organization I worked for my entire career, we had semiannual talent identification discussions about emerging leaders. Identifying and developing future leaders helped assure that the organization would have leaders ready when older leaders retired or some moved to other organizations.

The same is true for the local church. I’ve previously written about Developing Leaders in the Local Church, when it comes to identifying and developing leaders, primarily elders and deacons. What about leadership succession when it comes to replacing a senior pastor? Continue reading →