Internal Successors: Opportunity or Landmine?

When it comes to pastoral succession, one of the most delicate dynamics you’ll face is evaluating an internal candidate. Is it a dream come true—or a disaster waiting to happen?

That’s what we unpack in Episode 5 of the Leading Smart Podcast: what to do when someone already on your team wants to throw their name in the hat. Whether it’s your teaching pastor, a beloved campus leader, or someone with long-standing ties to your church, the big question is this:

Is an internal candidate a blessing—or a blind spot?

Why Internal Can Be Ideal

There’s no denying it: internal candidates bring some serious advantages.

They already know the church. They understand the culture. They likely carry your DNA—and in some cases, they’ve been quietly preparing for this role long before succession was even mentioned.

If your church is healthy, growing, and in a strong season, it might be the perfect time to hand off the baton to someone inside the church. Why disrupt something that’s already working? Why not raise up someone who’s already on mission with your church?

The Leadership Gap

Here’s the thing—even the most promising internal candidates aren’t always fully ready to lead. And that’s okay. That’s why intentional leadership development matters, long before a succession plan is ever needed.

Think about it: has your future leader ever sat in on a board meeting? Led an all-staff conversation? Been part of a major fundraising effort? Those experiences matter. And if you believe in their potential, part of your role is helping them grow into it.

Some churches are getting ahead of this in meaningful ways. One we especially admire invites their “second-generation leaders” to join executive team meetings once a month—not to make decisions, but just to observe and learn. Because the truth is, you can’t lead what you’ve never seen.

Want help determining how to close the leadership gap at your church? We’d love to help - let’s talk.

Don’t Say It Too Soon

Here’s a landmine to avoid: telling someone too early that they’re a serious contender.

It may seem encouraging in the moment—but the minute someone believes they’re “next,” something shifts. They stop looking at their current role the same way. Their heart moves ahead of the process. And if the process drags out—or they don’t get the job—you may lose them entirely.

In fact, statistics say you probably will.

The American Idol Mistake

Another common mistake? The “American Idol” approach—where the internal candidate is asked to compete against a slate of national finalists.

It sounds fair in theory. But in practice, it can wreck morale and fracture relationships. People in the church take sides. Your internal candidate feels scrutinized. And if they don’t get the role, they rarely stick around.

Translation? You might lose your outgoing pastor… and your best second-in-command.

Set a Clear Timeline

If you’re going to consider an internal candidate, do it swiftly and decisively.

Once they’re in the process, you have 3–4 months max to make a call. Green light or red light. Drag it out, and you risk emotional burnout and loss of trust—for the candidate, their family, and your staff.

We’ve seen churches leave a candidate hanging for nine months, 12 months, even 18 months. They lead in limbo, dream about the future… and then get a no. The aftermath? Exhaustion, disappointment, and usually resignation.

Make the Evaluation Objective

So, how do you evaluate an internal candidate wisely, without putting them through a gauntlet?

Start by building your lead pastor profile. Before you look at people, define the person. What are the non-negotiables? What does your next leader need to carry? 

Then assemble a succession team—not just the board. Bring in wise, trusted, agenda-free voices who love Jesus and love the church. Their objectivity helps you avoid blind spots and politics.

One Last Thing: Name the Emotional Layer

Let’s not forget—this stuff is personal. You may be evaluating a friend, a long-time colleague, or someone with deep relational roots in your church.

So tread carefully. Lead kindly. And stay rooted in what’s best for the mission, not just what feels comfortable in the moment.

Remember:

“Every pastor is an interim pastor.”

You won’t be here forever. Let’s lead smart—so the next leader walks into unity, not division.

Want help walking through this process?

Our SmartSuccession consulting guides leadership teams through every step—from evaluating internal candidates to building healthy transitions. Let’s talk.

And don’t miss Episode 6, where we dive into what’s often a taboo topic: finances and succession: who pays, who plans, and why financial clarity matters more than ever. Subscribe now to stay in the loop.