Finishing Well: Where Do the Next Pastors Come From?

At some point in nearly every pastoral tenure, a quiet thought surfaces — perhaps while watching a young leader navigate a difficult conversation with unexpected grace, or while listening to someone teach a small group with surprising clarity: “Could this be the one?”

That instinct is worth paying attention to. The question of where the next pastor comes from is not simply a staffing question. At its heart, it is a discipleship question.

It is also a question every leadership team — pastors and boards alike — needs to wrestle with when discussing succession. Years ago, the common answer was to review seminary graduating classes or post an opening online and wait for applications to arrive. Current trends, however, reveal smaller graduating classes and fewer applicants, especially for smaller and rural churches.

So where do pastors come from?

Some churches look externally. Others increasingly look internally. Both approaches have strengths and weaknesses, and wisdom is needed in discerning which path best serves a congregation.

An external search can bring fresh perspective, broader experience, and new energy. At the same time, congregations and candidates need time to build trust, understand expectations, and develop relational chemistry. A pastor may preach well and possess strong credentials but fit within the culture and leadership dynamics of a church often takes time to discern.

Internal succession also carries significant strengths. The congregation already knows the prospective pastor and family. Character, gifting, and ministry patterns have often been observed over time. Existing trust can help provide continuity during a season of transition.

At its best, internal succession is the natural outgrowth of discipleship. Paul reminds us that Christ gave the church “the pastors and teachers, to equip his people for works of service, so that the body of Christ may be built up” (Ephesians 4:11–12). The work of equipping — done faithfully over time — is what produces the next generation of leaders. Healthy churches do not merely conduct services but intentionally develop leaders. Long before a transition occurs, churches can cultivate disciples who are growing spiritually, serving faithfully, and assuming increasing responsibility within the body.

At the same time, familiarity should not be confused with readiness. Wise churches still ask honest questions regarding calling, competency, chemistry, and overall fit for the season ahead.

Either approach can be valid depending upon the circumstances of a local church. The goal is not simply finding a preacher but discerning whom God may be raising up to shepherd a particular congregation in a particular season.

If no clear internal candidate is visible right now, that is less an indictment than an invitation. Many healthy churches have simply not yet developed a culture of intentional leadership development — and recognizing that is itself a meaningful first step. The question worth sitting with is not “What have we failed to do?” but “What could we begin doing now?” Every congregation has leaders in formation. The work is learning to see them and invest in them wisely.

This fall, Converge Great Lakes will launch a Succession Cohort designed for pastors and board chairs who want to address succession thoughtfully rather than reactively. Whether your church is considering an external search or wondering whether the next pastor may already be among you, the cohort will help you discern the best path forward for your congregation. Participants will explore biblical principles, practical pathways, leadership development, communication challenges, and first steps toward building a healthy succession plan.

To learn more about the Succession Cohort, contact Alan Cleveland at acleveland@convergegreatlakes.org or Brian Petersen at bpetersen@convergegreatlakes.org. We would be glad to begin the conversation.