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Keep your nonprofit afloat with a leadership succession plan

December 19, 2019

If your top executive were to step down tomorrow, would your not-for-profit know how to make a smooth leadership transition or would your boat suddenly be rudderless? Research by the nonprofit BoardSource has found that only 27% of charitable organizations have written succession plans. Most nonprofits, therefore, face an uncertain future — one that could include lost funding, program disruption and even an early demise.

Fortunately, creating a succession plan isn’t as difficult as you might think. An experienced advisor can guide you through the process. But there are several points for you and your board to keep in mind as you establish policies for replacing leaders.

Don’t make assumptions

Ideally, any succession will be planned and allow for time to identify and recruit a successor and move that person into the job. If you don’t already, start developing employees who can move up the ladder when an executive director or other senior manager leaves.

However, promoting from within can be difficult for some organizations, particularly smaller ones with limited “bench strength.” What’s more, your nonprofit may require an executive director who’s already experienced in running a nonprofit or comes with specific skills. So you can’t rule out hiring an outsider.

Indeed, don’t assume that your next executive needs to be as similar as possible to the outgoing one. Your nonprofit and its constituencies may change over time. Succession planning provides a great opportunity to reevaluate your strategies and identify new qualities that will be important going forward.

Another thing to keep in mind: Not all successions are planned. A sudden departure due to illness or death can be particularly challenging for the staff and other stakeholders left behind. Outline policies for communicating with donors, clients and the press if a leadership emergency arises, as well as steps your board should take to put in place a temporary leader and find a permanent replacement.

Start with a strong organization

Your succession plan will only be as effective as the organization that makes it. Among other things, you need a functional board, dependable funding sources, well-run programs and a dedicated staff that can handle change. Solid systems and well-documented procedures can help you leverage organizational knowledge and keep your nonprofit running smoothly during leadership transitions. Contact us for help planning for succession and to strengthen your current operations.

© 2019

All content provided in this article is for informational purposes only. Matters discussed in this article are subject to change. For up-to-date information on this subject please contact a Clark Schaefer Hackett professional. Clark Schaefer Hackett will not be held responsible for any claim, loss, damage or inconvenience caused as a result of any information within these pages or any information accessed through this site.

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