08/20/2026
Imagine your senior leader told you this afternoon that they were moving to Hawaii tomorrow.
No six-month transition. No farewell tour. They’re simply gone.
What would happen on Monday morning?
Chuck Proudfit raised a version of this question during our recent conversation on Life After Ministry, and it gets uncomfortable pretty quickly.
Who knows the relationships that leader has spent years building?
Who can make the decisions they normally make?
Does anyone else understand the systems that mostly live in their head?
Who has been prepared to lead when they are no longer in the room?
Chuck has seen organizations where years of good work simply “die on the vine” because the knowledge, relationships and leadership were never passed forward.
We see a similar problem in ministry transitions.
When succession planning starts too late, people panic. Staff members start filling whatever holes appear, and urgent decisions begin taking the place of thoughtful ones.
The leader can also become part of the problem without intending to.
Leaving something you have spent decades building is difficult when you cannot picture a meaningful life after it. That uncertainty can make staying another year feel much easier than beginning a transition.
Good succession work has to make room for both sides of that reality.
The organization needs a future that doesn’t depend entirely on one person.
And the person who has spent years building it needs help imagining a future, too.