Succession Transition Team: Who Should Be on It—and What Do They Actually Do?

If you're navigating pastoral succession, one of the most critical decisions you’ll make isn’t just who the next pastor will be—but who helps make that decision.

In Episode 8 of The LeadingSmart Podcast, we’re talking about the transition team: who should be on it, what they’re responsible for, and how to set them up for success. Because the truth is, this group can either build momentum—or create a mess.

Here’s what every church needs to consider.

Why “Transition Team” Matters

Call it what you want—transition team, succession team, advisory team—but we prefer “transition team” because it signals that this group is responsible for more than just a search. They're not simply picking a new pastor. They’re stewarding a sacred transition.

Who Should Be on the Team

Every church is different, but the best transition teams tend to include:

  • A few board members (not the whole board)

  • Trusted congregants who think at a macro level

  • People of prayer, wisdom, and discernment

  • Those who are invested in the church’s mission (time, heart, and generosity)

  • A mix of generations and genders, without feeling overly representative

And just as important—here’s who should not be on the team:

  • Anyone with a personal agenda (e.g., “we need a pastor who cares about my ministry”)

  • The loudest critic, just to keep them quiet

  • Overbearing voices who don’t listen well or dominate conversations

You need people who trust the room and are willing to say, “I’m 70% sure, but I trust the process and support the consensus.”

What the Transition Team Does

Their scope should be clear—and limited. This team is not in charge of running the church. But they may be asked to:

  • Develop the Lead Pastor Profile (what the church is looking for in a leader)

  • Conduct the search and interview process

  • Create the communication plan for announcing the transition

  • Help with financial arrangements for both outgoing and incoming pastors

  • Plan the celebration for the outgoing pastor

  • Design the leadership handoff—especially if the successor is internal

Without clear boundaries, scope creep sets in fast. Before you know it, the team starts redesigning the org chart. Resist the urge. Clarify the mission early, and remind the team often.

Feeling Overwhelmed? You’re Not Alone

Most transition teams are made up of volunteers who’ve never done this before. And it’s a lot.

That’s where we come in. At LeadingSmart, we coach churches through every step of the process—helping your team lead wisely, communicate clearly, and avoid costly missteps.

Need help building the right transition team or clarifying their role? Let’s talk.

And don’t miss Episode 9, where we dive into the next big step: building the ideal Senior Pastor Profile.

LeadershipAnna BakerComment