Project – Leadership Succession Planning and Organisational Sustainability in Faith-Based Institutions: A Study of the Redeemed Christian Church of God (RCCG), Lagos Province

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

Leadership succession planning has become an increasingly important issue in contemporary organisational management because the survival, continuity, and long-term sustainability of institutions depend largely on their ability to develop future leaders and ensure smooth transitions of authority. Organisations across sectors are constantly confronted with leadership changes arising from retirement, resignation, death, transfer, or strategic restructuring. Without deliberate succession mechanisms, organisations may experience leadership gaps, instability, loss of institutional knowledge, conflicts, reduced performance, and difficulty sustaining their vision beyond the tenure of existing leaders (Rothwell, 2015). Consequently, succession planning has evolved from being merely a replacement strategy into a strategic organisational process focused on identifying, developing, and preparing capable individuals to assume future leadership responsibilities.

Succession planning refers to a systematic and intentional process through which organisations identify critical leadership positions, assess potential successors, develop leadership competencies, and create structured pathways for leadership transition (Rothwell, 2015). Unlike traditional replacement planning, which focuses primarily on filling vacant positions, contemporary succession planning emphasises leadership development, mentoring, knowledge transfer, talent management, and organisational resilience. Effective succession planning ensures that leadership transitions occur smoothly while preserving organisational values, strategic direction, and institutional memory.

In the context of organisational sustainability, leadership succession planning plays a critical role in ensuring that institutions remain effective, stable, and adaptable across generations. Organisational sustainability refers to the ability of an institution to maintain its mission, operational effectiveness, relevance, and growth over an extended period despite internal and external changes. According to Schein (2017), organisations that successfully preserve their core values while adapting to changing environments are more likely to achieve long-term survival. Leadership succession therefore represents a key mechanism through which organisational culture, knowledge, and strategic objectives are transferred from one generation of leaders to another.

The importance of succession planning is particularly evident in faith-based institutions, where leadership is often closely connected with spiritual authority, organisational identity, doctrinal continuity, and community trust. Faith-based organisations differ from many secular organisations because their leadership transitions involve not only administrative considerations but also spiritual legitimacy, theological continuity, and preservation of religious mission. Religious institutions are frequently built around strong visionary leaders whose personalities, teachings, and leadership approaches significantly influence organisational growth and identity. Consequently, the absence of effective succession planning may create significant challenges when such leaders exit leadership positions (Sanou, 2021).

Faith-based institutions constitute a significant component of social, cultural, and community development globally. Beyond their religious functions, many faith-based organisations provide educational services, humanitarian assistance, social welfare programmes, healthcare initiatives, and community development interventions. Their ability to continue these activities depends largely on effective governance structures, leadership development systems, and institutional mechanisms that promote continuity. Research on faith-based organisations in Nigeria indicates that leadership capability and strategic management practices significantly influence organisational survival and sustainability (Dada, Worlu, Osibanjo, Ufua, & Falola, 2021).

The need for leadership succession planning has become particularly significant within Pentecostal and charismatic churches, which have experienced remarkable expansion in Africa and other parts of the world. Many Pentecostal churches have developed into complex organisations with extensive administrative structures, international branches, educational institutions, media platforms, humanitarian programmes, and large membership networks. As these ministries expand, reliance solely on charismatic founders or senior leaders becomes increasingly inadequate. Sustainable growth requires institutional systems capable of developing new generations of leaders who can preserve the organisation’s mission while responding to emerging challenges.

African Pentecostal Christianity provides an important context for examining leadership succession because many churches have historically been associated with influential founders whose personal vision, spiritual authority, and leadership style shaped organisational development. While founder-led leadership has contributed significantly to church growth, it may also create succession challenges when leadership transition occurs without adequate preparation. Scholars have observed that some faith-based organisations experience uncertainty, fragmentation, or decline after the departure of founding leaders due to weak succession structures and limited leadership development systems (Gifford, 2015).

The issue of succession planning is therefore not simply about replacing a leader but ensuring the continuation of organisational vision, values, governance systems, and institutional effectiveness. In faith-based organisations, succession requires careful consideration of spiritual preparation, leadership competence, doctrinal alignment, administrative capability, and acceptance by members. Effective succession involves identifying potential leaders early, providing mentoring opportunities, offering leadership training, and gradually transferring responsibilities to ensure readiness for future roles (Sanou, 2021).

The Redeemed Christian Church of God (RCCG) provides a significant case for examining leadership succession planning within Nigerian Pentecostal Christianity. Established in Nigeria in 1952, RCCG has grown into one of the largest Pentecostal denominations in Africa, with extensive national and international presence. The church operates through a structured administrative system consisting of parishes, provinces, regions, and various ministry departments. Its rapid expansion has created the need for effective leadership systems capable of sustaining organisational growth, preserving doctrinal identity, and maintaining administrative effectiveness.

The RCCG’s organisational structure demonstrates the importance of developing leaders at different levels. The growth of the church from a relatively small congregation into a global religious organisation requires continuous recruitment, training, mentoring, and deployment of capable leaders. Leadership succession planning becomes particularly important at provincial and regional levels where pastors and administrators are responsible for managing complex organisational activities, coordinating ministries, supervising pastors, and implementing the vision of the church.

Lagos Province represents an important context within RCCG because Lagos remains a major centre of religious, economic, and social activities in Nigeria. RCCG Lagos Provinces contain numerous parishes with diverse membership populations and extensive administrative responsibilities. Leaders within these provinces are required to manage pastoral activities, coordinate programmes, supervise ministers, and ensure effective implementation of church policies. Therefore, the availability of prepared and competent successors is essential for maintaining organisational stability and continuity.

However, despite the importance of leadership succession, many faith-based institutions continue to experience challenges associated with systematic succession planning. Some religious organisations depend heavily on informal leadership selection processes, personal relationships, or founder preferences rather than structured leadership development frameworks. Such approaches may limit transparency, reduce leadership preparedness, and create uncertainty during transition periods. Studies on succession in faith-based organisations indicate that the absence of intentional succession mechanisms can threaten organisational continuity and long-term sustainability.

One major challenge confronting succession planning in faith-based institutions is the tension between charismatic authority and institutional leadership systems. According to Weber’s (1978) theory of charismatic authority, followers often develop strong attachment to leaders perceived as possessing exceptional spiritual qualities. While charismatic leadership can inspire commitment and organisational growth, excessive dependence on a single leader may make transitions difficult. Sustainable organisations must therefore transform individual charisma into institutional systems through leadership development, governance structures, and succession mechanisms.

Furthermore, leadership succession in faith-based organisations requires effective mentoring and leadership development. Mentoring enables experienced leaders to transfer knowledge, values, skills, and organisational culture to emerging leaders. Through intentional mentoring relationships, potential successors gain practical experience and develop competencies required for future leadership responsibilities. Sanou (2021) emphasises that leadership development and mentoring are essential components of successful succession processes within mission-oriented organisations.

Another important dimension of succession planning is organisational sustainability. Without effective leadership continuity, organisations may struggle to maintain strategic direction, preserve institutional knowledge, and respond effectively to environmental changes. For faith-based institutions, sustainability involves maintaining spiritual mission, administrative efficiency, membership growth, financial stability, and community relevance. Leadership succession planning provides a mechanism for ensuring that these elements continue beyond individual leaders.

Although leadership succession planning has received considerable attention in corporate management literature, limited empirical research has examined its application within Nigerian faith-based institutions, particularly large Pentecostal denominations such as the Redeemed Christian Church of God. Existing studies have largely focused on church growth, leadership styles, pastoral effectiveness, or spiritual leadership, while fewer studies have investigated how structured succession practices influence organisational sustainability.

This gap is significant because Nigerian Pentecostal churches have become increasingly institutionalised and require management approaches similar to other complex organisations. As these churches expand locally and internationally, questions regarding leadership continuity, governance, talent development, and organisational resilience become increasingly important.

Therefore, this study seeks to examine the relationship between leadership succession planning and organisational sustainability in faith-based institutions, using the Redeemed Christian Church of God (RCCG), Lagos Province, as a case study. The study will examine succession planning structures, leadership development practices, mentoring systems, succession challenges, and their influence on organisational sustainability.

1.2 Statement of the Problem

Leadership succession remains one of the most critical challenges confronting contemporary organisations, including faith-based institutions. While many organisations invest considerable resources in developing their vision, expanding their operations, and strengthening their institutional structures, inadequate attention is often given to preparing future leaders who can sustain these achievements beyond the tenure of current leadership. The absence of deliberate succession planning mechanisms can create leadership gaps, weaken organisational continuity, disrupt strategic direction, and threaten long-term sustainability (Rothwell, 2015). This challenge becomes more significant in faith-based institutions where leadership is not only administrative but also spiritual, relational, and deeply connected to organisational identity.

The Redeemed Christian Church of God (RCCG), like many rapidly expanding Pentecostal organisations, has experienced remarkable growth in membership, geographical spread, ministry programmes, and institutional activities. The expansion of RCCG has created increasingly complex leadership responsibilities requiring competent pastors, administrators, and ministry leaders at various levels of the organisational structure. As the church continues to grow, the sustainability of its mission and administrative effectiveness depends significantly on its ability to identify, develop, and transition capable leaders who can maintain organisational values while responding to emerging challenges.

However, despite the recognised importance of leadership continuity, there is limited empirical understanding of how succession planning practices operate within large Nigerian faith-based institutions. Many churches have historically relied on informal leadership transition processes influenced by spiritual authority, personal relationships, seniority, or founder preferences rather than systematic succession frameworks. While such approaches may function effectively within smaller congregations, they may become inadequate in large and complex organisations with multiple branches, departments, and administrative responsibilities.

A major problem associated with inadequate succession planning is excessive dependence on individual leaders. In many faith-based organisations, the personality, vision, and leadership style of senior ministers significantly influence organisational identity and growth. While charismatic leadership can inspire commitment and accelerate organisational expansion, overdependence on a single leader may create vulnerability when leadership transition occurs (Weber, 1978). Without structured processes for transferring knowledge, values, and leadership responsibilities, organisations may experience uncertainty, internal conflicts, reduced effectiveness, or difficulties maintaining their original vision.

Another concern is the limited emphasis placed on intentional leadership development and mentoring systems within some faith-based institutions. Effective succession planning requires more than selecting replacements when vacancies occur; it involves identifying potential leaders early, providing training opportunities, exposing emerging leaders to organisational responsibilities, and developing the competencies required for future leadership roles (Rothwell, 2015). However, inadequate mentoring structures, limited leadership development programmes, and insufficient opportunities for emerging leaders to gain practical experience may weaken the organisation’s capacity to produce prepared successors.

Furthermore, faith-based institutions face unique succession challenges because leadership legitimacy often involves spiritual considerations in addition to managerial competence. Unlike many secular organisations where leadership transition may be determined primarily by professional qualifications and performance indicators, churches often consider spiritual maturity, doctrinal alignment, personal integrity, ministerial experience, and acceptance by members. The combination of spiritual and administrative expectations makes succession planning within churches a complex process requiring careful balance between institutional requirements and religious values (Sanou, 2021).

Within the Nigerian Pentecostal context, succession challenges have received increasing attention due to the rapid expansion of churches and the influence of prominent founding leaders. Some ministries have experienced uncertainty during leadership transitions because succession processes were not clearly established or communicated. Such situations may create disagreements among members, uncertainty regarding future direction, and challenges in maintaining organisational unity. Although RCCG has developed a structured administrative system, there remains a need to empirically examine how succession planning mechanisms contribute to leadership continuity and organisational sustainability at the provincial level.

The situation is particularly relevant in RCCG Lagos Province because of the province’s size, strategic importance, and administrative complexity. Leaders within Lagos Province oversee numerous congregations, coordinate ministry activities, supervise pastors, manage resources, and implement church objectives. Effective continuity at this level requires systematic identification and preparation of future leaders who understand the church’s vision, administrative procedures, and spiritual values. However, the extent to which formal succession planning structures, mentoring systems, and leadership development practices exist and contribute to sustainability remains insufficiently documented.

Another problem relates to the potential loss of institutional knowledge during leadership transitions. Experienced leaders possess valuable knowledge regarding organisational culture, ministry strategies, member relations, administrative processes, and problem-solving approaches. Without effective knowledge transfer mechanisms, new leaders may struggle to understand organisational expectations or may repeat previous mistakes. Succession planning provides a framework for preserving institutional memory and ensuring that leadership transitions do not result in significant disruptions.

In addition, organisational sustainability within faith-based institutions extends beyond leadership replacement. It involves maintaining mission continuity, financial stability, membership growth, administrative efficiency, community relevance, and effective governance. Poorly managed leadership transitions may negatively affect these sustainability dimensions. Therefore, understanding the relationship between succession planning and organisational sustainability is essential for ensuring that faith-based institutions remain effective across generations.

Existing academic literature reveals a significant research gap regarding leadership succession planning in Nigerian faith-based organisations. Much of the available literature on succession planning focuses on corporate organisations, government institutions, and educational institutions, while fewer studies have examined religious organisations as complex social institutions requiring strategic leadership management. Similarly, studies on Pentecostal churches in Nigeria have largely concentrated on church growth, leadership styles, pastoral effectiveness, and theological issues, with limited attention given to succession planning as a factor influencing organisational sustainability.

This lack of empirical evidence creates practical challenges for church administrators, ministry leaders, and policymakers seeking to strengthen governance and sustainability within faith-based institutions. Without adequate understanding of succession practices, churches may struggle to develop effective leadership pipelines capable of supporting future expansion and maintaining organisational stability.

Therefore, this study seeks to address this knowledge and practical gap by examining leadership succession planning and organisational sustainability in faith-based institutions, using the Redeemed Christian Church of God (RCCG), Lagos Province, as a case study. Specifically, the study will investigate succession planning structures, leadership development practices, mentoring systems, succession challenges, and their influence on organisational sustainability. The findings will provide evidence-based insights that may assist faith-based institutions in developing effective leadership continuity strategies.

1.3 Aim of the Study

The main aim of this study is to examine the influence of leadership succession planning on organisational sustainability in faith-based institutions, using the Redeemed Christian Church of God (RCCG), Lagos Province, as a case study.

1.4 Objectives of the Study

The specific objectives of the study are to:

1. examine the existing leadership succession planning structures in the Redeemed Christian Church of God (RCCG), Lagos Province;
2. determine the influence of leadership development practices on organisational sustainability in RCCG Lagos Province;
3. assess the role of mentoring systems in ensuring leadership continuity and organisational sustainability in RCCG Lagos Province; and
4. identify the challenges affecting effective leadership succession planning in RCCG Lagos Province.

1.5 Research Questions

The study will be guided by the following research questions:

1. What leadership succession planning structures exist in the Redeemed Christian Church of God (RCCG), Lagos Province?
2. How do leadership development practices influence organisational sustainability in RCCG Lagos Province?
3. To what extent do mentoring systems contribute to leadership continuity and organisational sustainability in RCCG Lagos Province?
4. What challenges affect effective leadership succession planning in RCCG Lagos Province?

1.6 Research Hypothesis

The study will test the following null hypothesis:

H₀: Leadership succession planning has no significant influence on organisational sustainability in the Redeemed Christian Church of God (RCCG), Lagos Province.

1.7 Significance of the Study

This study is significant because it examines the relationship between leadership succession planning and organisational sustainability in faith-based institutions, with specific focus on the Redeemed Christian Church of God (RCCG), Lagos Province. The study provides insights into how intentional leadership transition strategies contribute to institutional continuity, stability, and long-term effectiveness within religious organisations. The findings are expected to be useful to church leaders, administrators, policymakers, researchers, and other stakeholders interested in strengthening leadership systems within faith-based institutions.

The study will be beneficial to the leadership of the Redeemed Christian Church of God (RCCG) by providing empirical evidence on the effectiveness of existing succession planning practices and their contribution to organisational sustainability. As RCCG continues to expand locally and internationally, the need for structured leadership development and continuity mechanisms becomes increasingly important. The findings will assist church authorities in evaluating their current succession processes, identifying areas requiring improvement, and strengthening leadership pipelines capable of supporting future growth.

The study will also benefit pastors, ministers, and emerging leaders within RCCG Lagos Province by highlighting the importance of leadership preparation, mentoring, and continuous development. Understanding the role of succession planning may encourage senior leaders to intentionally invest in younger ministers and potential successors through coaching, delegation of responsibilities, leadership training, and practical ministry experiences. This will promote a culture of leadership development and ensure that future leaders are adequately prepared to assume greater responsibilities.

Furthermore, the study will contribute to improving organisational sustainability in faith-based institutions. Many religious organisations experience challenges during leadership transitions due to inadequate preparation, uncertainty, and loss of institutional knowledge. By examining how succession planning influences sustainability, this study will provide practical recommendations for developing systems that preserve organisational vision, values, culture, and operational effectiveness beyond individual leaders.

The findings will also be useful to other Pentecostal and Christian denominations in Nigeria and beyond. Faith-based organisations often share similar leadership challenges, particularly regarding founder influence, charismatic authority, leadership development, and generational transition. Lessons from RCCG Lagos Province may provide valuable insights for other churches seeking to establish effective succession frameworks and improve long-term institutional stability.

The study will be valuable to church administrators and management teams by emphasising the importance of applying strategic management principles within faith-based organisations. Although churches are primarily spiritual institutions, their increasing organisational complexity requires effective governance, planning, resource management, and leadership development systems. The study will demonstrate how succession planning can serve as a strategic management tool for improving administrative efficiency and organisational resilience.

The research will also benefit theological institutions, seminaries, and leadership training centres by providing knowledge on the intersection between spiritual leadership and organisational management. The findings may assist in developing training programmes that equip pastors and ministry leaders with competencies in leadership transition, organisational development, mentoring, and strategic planning.

From an academic perspective, this study will contribute to existing literature on leadership succession, organisational sustainability, and faith-based organisation management. While succession planning has been widely studied within corporate organisations, limited empirical research has focused on religious institutions, particularly large Pentecostal churches in Nigeria. Therefore, this study will expand scholarly understanding by providing context-specific evidence from RCCG Lagos Province.

The study will also serve as a useful reference material for future researchers interested in leadership studies, church administration, organisational behaviour, human resource management, and religious organisation development. It will provide a foundation for further studies examining leadership continuity, governance systems, institutional growth, and sustainability within faith-based organisations.

Additionally, the study has practical significance for promoting good governance and institutional accountability within religious organisations. Effective succession planning can reduce leadership conflicts, improve transparency in leadership transitions, encourage merit-based development, and strengthen trust among members. By promoting systematic approaches to leadership continuity, faith-based institutions can maintain credibility and effectiveness.

Finally, the study contributes to broader discussions on sustainable development by recognising the role of faith-based institutions as important social organisations. Religious organisations provide spiritual guidance, humanitarian assistance, education, community support, and social development initiatives. Ensuring their sustainability through effective leadership succession contributes to their continued ability to serve communities and address social needs.

1.8 Scope of the Study

This study focuses on leadership succession planning and organisational sustainability in faith-based institutions, using the Redeemed Christian Church of God (RCCG), Lagos Province, as a case study.

Geographically, the study is restricted to RCCG Lagos Province, Lagos State, Nigeria. Lagos Province was selected because RCCG has a significant presence in Lagos, and the province represents a complex administrative structure involving multiple parishes, pastors, ministries, and leadership responsibilities.

Conceptually, the study examines leadership succession planning as the independent variable and organisational sustainability as the dependent variable.

The study specifically focuses on the following dimensions of leadership succession planning:

• succession planning structures;
• leadership development practices;
• mentoring and leadership pipeline systems; and
• challenges affecting effective succession planning.

The study examines organisational sustainability through indicators such as:

• leadership continuity;
• preservation of organisational vision and values;
• administrative stability;
• effective governance;
• continuous growth and institutional resilience.

The respondents for the study will include pastors, church administrators, ministers, and selected leaders within RCCG Lagos Province who possess relevant knowledge and experience regarding church leadership structures and succession processes.

The study is limited to RCCG Lagos Province and does not include other RCCG provinces or other denominations. Therefore, findings may not be generalised to all faith-based institutions without considering differences in organisational structure, leadership philosophy, and administrative practices.

1.9 Operational Definition of Terms

Leadership Succession Planning

Leadership succession planning refers to a systematic organisational process of identifying, developing, mentoring, and preparing potential leaders to assume future leadership positions in order to ensure continuity and stability.

Organisational Sustainability

Organisational sustainability refers to the ability of an institution to maintain its mission, effectiveness, relevance, resources, and operational stability over an extended period despite leadership changes and environmental challenges.

Faith-Based Institutions

Faith-based institutions are organisations established around religious beliefs, values, and missions, providing spiritual services alongside social, educational, humanitarian, or community development activities.

Leadership Development

Leadership development refers to activities and processes designed to improve individuals’ knowledge, skills, competencies, character, and capacity to perform leadership responsibilities effectively.

Mentoring System

A mentoring system refers to a structured relationship where experienced leaders provide guidance, support, knowledge transfer, and professional or spiritual development opportunities to emerging leaders.

Leadership Continuity

Leadership continuity refers to the smooth and effective transfer of leadership responsibilities from one leader to another without disruption to organisational operations, vision, or objectives.

Organisational Vision

Organisational vision refers to the long-term goals, aspirations, and guiding principles that define the purpose and direction of an institution.

Charismatic Leadership

Charismatic leadership refers to a leadership style based on the influence, personal qualities, vision, and perceived exceptional abilities of a leader, which inspire commitment and loyalty among followers.

Institutional Knowledge

Institutional knowledge refers to the accumulated experiences, practices, values, procedures, and information developed within an organisation over time.

Leadership Pipeline

Leadership pipeline refers to the structured process through which individuals are identified, trained, developed, and prepared to occupy future leadership roles within an organisation.

Project – Leadership Succession Planning and Organisational Sustainability in Faith-Based Institutions: A Study of the Redeemed Christian Church of God (RCCG), Lagos Province