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December 2020

In June of 2019, I introduced the idea of Succession Planning to our Board of Directors and that summer, we established a 2-fold succession strategy: Plan A and Plan B. Plan A became the strategy in the event of an emergency need with Plan B being my retirement under ideal circumstances.
During a sermon last November (2019), I announced Succession Planning to our church family and we formed a Leadership Continuity Team (LCT) to facilitate our planning. Appointed by our Board of Directors, the members of our Leadership Continuity Team (LCT) are: Tracy Poli, Matt Sears, Paul Sypher, Beth Hutchinson, Kris Melford, Lynne Sypher, and Dave Steiginga.
Plan A (in the event of an emergency) was completed and approved by our Board in March just prior to the pandemic shut down. When the pandemic hit, Plan B was put on pause.
After a few weeks, the Lord made it clear that we should continue our work on Plan B given the time required to identify, interview, and candidate a Senior Pastor. Time is our friend in this process and we can afford to be patient and prayerful. I’m in no hurry to retire and will remain in place and available to our church for whatever period of time is most helpful.
In order to cast a wide net for possible candidates, we have engaged Chemistry Staffing to partner with us in our succession process. This is the same search firm that helped us in our recent Youth Pastor hire and they’ve been successful in finding quality pastor candidates in other churches in our region of the country.