30 & 31 May 2026 (Pastoral Page) LEAD PASTOR TRANSITION (PART 1 OF 3)

by Snr Ps Beh Soo Yeong

(This is the first of three instalments relating to LP transition that I will be sharing in the course of the next few months.)

Leadership transition is often a tricky, if not touchy topic in church leadership. Few churches talk about it openly and constructively, and even fewer do it intentionally and effectively, especially for senior leadership transitions. Regardless of the reasons, the stakes and costs of failed transitions are too high for us to ignore or neglect.

Therefore, it is important that we prepare for any transitions through prayerful planning, to discern God’s direction and guidance in this matter so that where possible, we have an intentional and systematic process. Allow me to share with you the process that we have taken so far for the Lead Pastor’s (LP) transition and ask for your prayers and support.

As part of our Vision 2028 Leadership Revitalisation efforts, the church elders and I started thinking and discussing about the LP transition a few years ago. As the current LP, I felt led to initiate the discussion so as to create an environment that is conducive for such a process. With feedback from present and former Council members and wise counsel from church leaders and pastors of other churches, I submitted a proposal in Sep 2024, as a sabbatical project. Since then, the council has prayerfully discussed and gotten feedback from various stakeholders and finally accepted this proposal at the end of 2025.

Transition Plan & Roles of LP

The plan is for me to handover the roles and responsibilities of the LP to Pastor Lim Wei-en, to be installed on 2 Jan 2027. These are the broad responsibilities of the LP:

1.      To seek the Lord with the Elders Board and co-labour with the Church Council and staff team to lead the church to fulfil our mission and vision God has laid out for us.

2.      To work with the Elders Board to oversee the four primary functions of the church: (a) teaching and preaching, (b) prayer and collective discernment, (c) leadership and administration and (d) shepherding and care of the flock.

3.      To lead and supervise the church staff team in the ongoing operations of the church’s ministries, in consultation with the Church Council.

4.      To oversee the pulpit ministry and worship services to disciple the church in the whole counsel of God.

5.      To represent the church in any external facing functions and liaison.

6.      To make or facilitate decision on any problems or issues (“where the buck stops”).

Rationale for transition

There are several reasons for this transition plan:

1.      As I seek the Lord, I believe the Church is at a place whereby we will benefit with someone who is younger and brings with him fresh ideas. I have been a Pastoral Staff-worker since 1998 and the Lead Pastor since January 2006. God willing, we can look forward to the next level of maturity and growth through the leadership of a new leader.

2.      The church continues to encourage more younger members to come forward to lead the church in the next few years. Empowering a younger leader will send a visible signal that we are serious about raising and empowering the next generation.

3.      Most Church Council members prefer a successor from within the church. The desired qualities of a candidate include spiritual character, a heart for God, a knowledge of the congregation and the abilities to teach, preach and lead the church.

4.      In this regard, almost all the Council members deem Pastor Wei-en to possess such qualities and after much prayer, strongly support him as the Lead Pastor-Designate. We believe that God has raised him up for this role.

5.      Being a home-grown pastor, Ps Wei-en is familiar with the congregations and our culture, and our decision-making model and practices. He is also a strong advocate of a consultative model of leadership, which is what we are used to and comfortable with. Pastor Wei-en has been de facto deputising me when I am away and has been well-received by the staff team and members alike. He is an effective preacher and shepherd, whom I believe will grow further in leadership and administration. In our assessment, Pastor Wei-en has the necessary qualities, strengths and potential to take on this role. While I am not at a retirement age, strictly speaking, it is important that he, who turns 50 next year, starts to take the lead sooner rather than later, so that there is a long enough runway for him to be impactful. We believe he can and will excel in this role.

In case you are wondering, I will remain on the staff team as one of the Pastors of the church, reporting to Ps Wei-en. Besides the regular duties as a pastor – teaching, preaching, shepherding and care etc – I will be focusing on the area of leadership development. The church Council has also graciously allowed me to spend one-quarter of my time ministering to other pastors, leaders and churches in the city.

Stay tuned as I share about our desired transition outcomes and prayer needs in the 1-2 August pastoral page. We are also holding a Members’ Engagement Meeting on 5 July (12.30 pm) to share more about this – please sign up to join us.