Leadership transitions can be difficult or simplified. It can bring excitement of disappointing sadness. Every new leader likes the feeling of being supported by the outgoing leader whom he replaces, and to be welcomed and encouraged by his predecessor's sphere of influence. Jesus, Joshua, Solomon, and Elisha all inherited their predecessor's clients or network of supporters. They stepped into a sphere of influence established by the ones they succeeded as leader. They did not have to build a new base. The masses were delivered to them as if on a golden platter. But Rehoboam had a bad deal delivered to him as a direct result of his predecessor failing miserably just before transition. He had a choice to establish an environment that would have given his leadership longevity and success, but he failed right at the start of his leadership assignment. In this book, we explored five models and their applicability to leadership transitions today with its complexities. We agree that this process is inevitable for the continuation of churches, political entities, institutions and corporations. But it does not have to be a fight or a difficult process. Through all these characters we see qualities that we can all emulate, such as humility, wisdom, the sharing of all the necessary information and resources to facilitate immediate success for the new leader, the availability of a strong support team od advisors or board, the elevation of the new leader for recognition and acceptance by most of the people, the close relationship that was established to allow people to see the predecessor and the successor discussing and doing things together, and the willingness to make available to the successor, the power base that he will need to take things to the next level of functionality and success.