Succession Planning

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Executive Succession Plan Declaration

True Holiness Assemblies of Truth United International

A change in executive leadership is inevitable for all organizations and can be a very challenging time to find capable leadership, unless it is planned for.  Therefore, it is the policy of the True Holiness Assemblies of Truth United International to be prepared for eventual change or expansion in executive leadership – either planned for or unexpected change – to guarantee the permanence of the organization. The Board of Bishops need to plan for future qualified pastors, elders, and bishops, to insure the ministry of the local church and the united church is not interrupted during a time of transition.


It is also the policy of the board to assess the permanent leadership needs of the organization to help guarantee the selection of qualified and capable successors who are representative of the whole church community; vision, values, goals and objectives, and desires to master the practical and spiritual teachings of the word of God.


Under the guidance of the Holy Ghost, our pastors presented the names of several individuals for possible future leadership appointments. The Board of Bishops urges each candidate to prove him or herself worthy and capable to lead God’s people in an executive capacity. Additional names can be placed on this list as God directs.


Although these candidates will be prepared for executive leadership, the Board of Bishops will submit to the direction of our Lord and Savior Jesus Christ as to the timing of the appointment of each one.  Any appointment can be 10, 15, 20 or 30 years in the future.  Therefore, it is required of each candidate to accept various leadership positions during their leadership development and training.


Since spouses are a vital part of one’s ministry, it is also required that their spouses learn along with them and partake in leadership opportunities as well; according to their faith and abilities.


The Board of Bishops shall be responsible for implementing this course of action and its related procedures.


Each Bishop (also as a local Pastor) has agreed upon the individuals, based on the leading of the Holy Ghost, their life style, the effectiveness of their particular ministries and leadership, their relationship with their pastors and congregation, and dedication to the whole church.


The Plan (Based on the Board’s 5 Year Mission Statement)

It is very important for our united church to plan for leadership continuity and leadership advancement at all levels. We need to have a continuous training structure within THAT United to build a strong leadership core.

Primarily, the goal of this plan is to create a “seamless” transition in executive and pastoral leadership for THAT United, whenever a vacancy arises – planned or unplanned for opportunities.


The Course of Action 

1. Future Appointees (Successors) are Identified 

Estimate that for those with little  leadership experience in the church, succession planning could begin 10 or more years before a Board appointment and 5 or more years before a pastoral appointment. This timeframe gives the board sufficient time to establish and oversee their program.


2. Develop a Formal Training Plan for Your Successor – Develop milestones to help gauge their progress.


3.  Provide Opportunities to Develop Practical Leadership Skills.


4.  Identify Leadership Opportunity.


5.  Provide Opportunities to Expand Spiritual Leadership Capacity. – This is conducted through the Leadership Development Institute.


“The Bible reveals God’s pattern of working through succeeding generations. God gave his people specific instructions concerning how they were to train and prepare the emerging generation of leaders (Deuteronomy 6:6-9; 20- 25)”.  There are many leaders today who give little or no “thought to the ending of their leadership and so they do little to prepare for it. However, when suddenly faced with leaving their office, they realize that much of their work will have been in vain unless there is a capable successor.”



Succession planning or transition planning is a process for identifying and developing our elders and evangelists, who have demonstrated leadership potential, to fill key or critical ministerial or organizational positions. Succession planning ensures the availability of experienced and capable individuals that are prepared to assume higher leadership roles as they are needed.  When training is started, early in ones ministry, the individual should be given many years to learn and demonstrate his or her capability, wisdom and dedication to the whole church, before they are appointed to a position.


While these individuals are in training, they will be given the opportunity to assist the Board of Bishops in various work. When they are needed to fill a vacant or newly formed position, the Holy Ghost will tell the Senior Overseers what to do at that time.


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