Chapter 23 – Organizing – Succession Planning 101 

Organizing – Succession Planning 101 

The Leadership Transition Challenge

One of the most profound management lessons from the Bible is the intentional succession process from Moses to Joshua. Leaders are often judged not merely by their own accomplishments, but by how effectively they identify, develop, and install successors who can carry the organization forward. Moses, as the acknowledged leader of the Israelites, faced the inevitable reality that he could not lead forever, requiring a carefully orchestrated leadership transition.

This succession challenge raised several critical questions that remain relevant for modern organizations:

• Who should choose the successor – the current leader, higher authority, or stakeholders?
• What qualities should be prioritized in the next leader?
• How should power and knowledge be transferred to maintain organizational continuity?
• What role should the departing leader play in the transition process?

The transition from Moses to Joshua provides a masterclass in succession planning, offering valuable insights for modern organizations navigating leadership changes.

The Selection Process: Finding the Right Successor

When Moses approached the end of his leadership tenure, having lost both his sister and brother in the 39th year in the desert, he recognized the need for new leadership:

“Moshe said to ADONAI, ‘Let ADONAI, God of the spirits of all human beings, appoint a man to be over the community, to go out and come in ahead of them, to lead them out and bring them in, so that ADONAI’s community will not be like sheep without a shepherd.'” (Numbers 27:15-17)

Moses’s request reveals several essential criteria for leadership succession:

1. Chosen by higher authority – Moses sought divine appointment rather than imposing his own choice
2. Character assessment – “God of the spirits” suggests the importance of evaluating inner qualities not just external capabilities
3. Forward-facing leadership – “To go out ahead of them” indicates visible, front-line leadership rather than directing from behind
4. Complete guidance – “Lead them out and bring them in” suggests the ability to both initiate action and see it through to completion
5. Organizational continuity – “Not like sheep without a shepherd” emphasizes maintaining stability during transition

The Lord’s response identified Joshua as the appropriate successor:

“ADONAI said to Moshe, ‘Take Y’hoshua the son of Nun, a spiritual man, and lay your hand on him.'” (Numbers 27:18)

The description of Joshua as “a spiritual man” (literally, “a man in whom there is spirit”) suggests that while technical skills were important, character qualities and spiritual discernment were paramount for this leadership role.

The Development Process: Preparing the Successor

Joshua’s preparation for leadership did not begin with his formal appointment but had been ongoing for decades through a deliberate developmental process:

1. Escalating Responsibility

Joshua was given increasing leadership responsibilities that tested his capabilities:

• Military leadership – He led troops against Amalek shortly after leaving Egypt (Exodus 17:8-9)
• Administrative support – He served as Moses’s aide during critical moments (Exodus 24:13)
• Intelligence gathering – He was chosen as one of twelve spies to explore Canaan (Numbers 13)

2. Character Testing

Joshua’s character was tested through several challenging situations:

• He demonstrated courage by standing with Caleb against the negative report of the other spies (Numbers 14:5-8)
• He showed discipline by maintaining his position when others fled (Exodus 32:17)
• He displayed loyalty by remaining at Moses’s tent (Exodus 33:11)

3. Observational Learning

Unlike formal classroom training, Joshua learned primarily through observation and proximity:

“His servant Y’hoshua the son of Nun, a young man, did not leave the inside of the tent.” (Exodus 33:11)

This apprenticeship model allowed Joshua to:

• Witness firsthand how Moses handled crises
• Observe leadership communications with both God and the people
• Understand the reasoning behind decisions, not just the decisions themselves

4. Gradual Development

Joshua’s development occurred over decades rather than through a rapid promotion track. His first biblical appearances simply call him “Joshua” without lineage (Exodus 17:9), while only later is he identified as “Joshua son of Nun” (Exodus 33:11), suggesting a gradual growth in status and recognition.

The Transition Process: Transferring Authority

The formal transition from Moses to Joshua involved several symbolic and practical elements:

1. Public Commission

The transition occurred publicly to create legitimacy and transparency:

“Put him in front of El’azar the cohen and the whole community, and commission him in their sight.” (Numbers 27:19)

This public ceremony served multiple purposes:

• Preventing power vacuums or contested succession
• Creating community acceptance of the new leader
• Establishing clear transfer of authority

2. Partial Authority Transfer

Interestingly, Moses was instructed to delegate “some of your authority” rather than all of it:

“Delegate to him some of your authority, so that the entire community of Isra’el will obey him.” (Numbers 27:20)

This partial transfer created a transition period where:

• Joshua gained legitimacy through association with Moses
• The community adjusted gradually to new leadership
• Moses remained available for guidance during the transition

3. Structural Support

The transition plan included institutional support structures for the new leader:

“He is to present himself to El’azar the cohen, who is to find out by means of the urim what ADONAI’s will is for Y’hoshua’s decisions.” (Numbers 27:21)

By establishing connections with the priesthood, the transition plan ensured that Joshua would have:

• Access to divine guidance through established channels
• Institutional support from religious leadership
• Checks and balances on his authority

4. Direct Empowerment

The transition culminated in direct empowerment through physical contact:

“Moshe did as ADONAI had ordered him. He took Y’hoshua, put him before El’azar the cohen and the whole community, laid his hands on him, and commissioned him, as ADONAI had said through Moshe.” (Numbers 27:22-23)

The laying on of hands symbolized:

• Direct transfer of authority and blessing
• Personal endorsement from the departing leader
• Continuity between past and future leadership

The Final Message: Clarifying Vision and Values

In his final address to the people, Moses emphasized key messages designed to facilitate a successful transition:

“Next Moshe summoned Y’hoshua and, in the sight of all Isra’el, said to him, ‘Be strong, be bold, for you are going with this people into the land ADONAI swore to their ancestors he would give them. You will be the one causing them to inherit it. But ADONAI – it is he who will go ahead of you. He will be with you. He will neither fail you nor abandon you, so don’t be afraid or downhearted.'” (Deuteronomy 31:7-8)

This final charge accomplished several important succession objectives:

1. Affirming the successor – Publicly expressing confidence in Joshua’s capability
2. Clarifying the mission – Reiterating the organizational purpose (entering the Promised Land)
3. Transferring authority – “You will be the one causing them to inherit it”
4. Providing perspective – Reminding both Joshua and the people of divine support
5. Offering encouragement – Addressing the natural anxiety of transition with reassurance

Management Applications: Succession Planning Principles

Identify Potential Early

Joshua’s development began long before Moses’s leadership ended. Early in their wilderness journey, Moses recognized Joshua’s potential and began providing development opportunities. Organizations benefit similarly from identifying high-potential talent early, creating developmental pathways long before succession becomes urgent.

Provide Progressive Challenges

Joshua faced increasingly difficult challenges throughout his development—from leading troops in battle to spying on enemy territory to managing internal conflicts. Each experience built capabilities needed for future leadership. Effective succession planning similarly includes exposing potential successors to escalating challenges that develop necessary skills.

Balance Character and Competence

While Joshua demonstrated competence in military and administrative matters, his selection emphasized his spiritual qualities as much as his tactical abilities. Organizations often focus excessively on technical competence while undervaluing character qualities like integrity, courage, and judgment that ultimately determine leadership effectiveness.

Create Apprenticeship Opportunities

Joshua learned primarily through proximity to Moses rather than formal instruction. His continual presence in Moses’s tent provided invaluable observational learning about leadership challenges and responses. Organizations should similarly create opportunities for high-potential employees to observe senior leadership in action, including allowing them to witness how difficult situations are handled.

Transfer Authority Publicly

The public commission of Joshua created organizational clarity and legitimacy for the new leader. Similarly, organizations benefit from clear, public succession announcements that leave no ambiguity about new authority structures and demonstrate senior-level support for the successor.

Provide Transitional Support

Joshua was not left to succeed or fail entirely on his own merit. The transition plan included both Moses’s continued availability and structural support through the priesthood. Organizations should similarly provide newly promoted leaders with transition support, including advice from predecessors and guidance from established organizational structures.

Exit Gracefully

Despite his extraordinary accomplishments, Moses willingly stepped aside for new leadership when the time came. His example illustrates that knowing when to exit is as important as knowing how to lead. Effective leaders prepare for their departure well in advance, focusing on organizational needs rather than personal legacy.

Focus on Mission Continuity

Throughout the transition, Moses emphasized the mission – entering the Promised Land—rather than his personal accomplishments. This mission-focused approach helped maintain organizational momentum during leadership change. Similarly, succession planning should emphasize continuity of organizational purpose rather than personality-driven leadership.

Deliverables

• Identify potential successors early – Look for leadership qualities among team members long before succession becomes necessary.
• Create developmental pathways – Provide progressive challenges and apprenticeship opportunities that build necessary leadership capabilities.
• Prioritize character alongside competence – Select successors based on integrity, judgment, and values as well as technical skills.
• Transfer authority clearly and publicly – Create organizational clarity through transparent succession announcements with visible support from senior leadership.
• Establish transition support systems – Provide newly promoted leaders with guidance from predecessors and institutional support structures.
• Focus on mission continuity – Emphasize organizational purpose throughout the transition rather than individual personalities.
• Plan your own exit strategy – Recognize when your season of leadership should end and exit gracefully to allow new leadership to flourish.
• Document institutional knowledge – Ensure critical information and decision-making contexts are transferred to successors.

Discussion Questions

1. Do you think Moses should have advocated for his sons or someone from his tribe to be the next leader? What is the benefit of going outside his tribe and bringing in Joshua who was from the tribe of Ephraim (Numbers 13:8), which in the second census was the second smallest tribe after Simeon (only 32,500 men- Numbers 26)?
2. Brams postulates that when Moses needed assistance the Lord gave him wonders and his brother to go along with him. The Lord gave the people a leader. The Lord helped with the transition from Moses to Joshua and gave Joshua powers and miracles. In contrast, the people were the ones who wanted a king, not the Lord. The people wanted to be like everyone else, not realizing that they were in fact different from everyone else in that they had the Lord as their protector. The Lord begrudgingly capitulated to their demand, but he did not need to, nor did he actively provide Saul with assistance. Why do you think workers need a leader and if you were a business owner and the employees wanted a manager, what would you do and why?
3. In your experience, what has been the most effective succession planning process you’ve observed? What made it successful?
4. How do modern organizations balance selecting successors based on technical competence versus character qualities? Which approach tends to produce better long-term results?
5. Moses knew when it was time to step aside. What prevents many leaders from recognizing when they should transition out of leadership? How can organizations better manage this challenge?