![]() ![]() Make plans to adequately support newly-placed employees, such as with coaching, mentoring, and defining goals.Cross-train current staff to minimize the disruption from unexpected staffing changes.Identify leadership development opportunities for staff and board members to expand their leadership skills so that the organization will have a "deeper bench" of future leaders.Adopt an Emergency Leadership Transition Plan to address the timely delegation of duties and authority whenever there is an unexpected transition or interruption in key leadership. ![]() Draft a timeline for leadership successions that are planned.Consider whether placing an interim leader at the helm is the right path for your nonprofit.Identify current challenges and those that lie ahead, and the corresponding leadership qualities that are needed to navigate the challenges successfully.Gain the commitment of board and staff to manage transition intentionally.Ten Planning Tips for Leadership Transition Look to your state association of nonprofits for special programs designed to address leadership transitions, as well as learning opportunities for newer CEOs/executive directors and board chairs. Whether a transition occurs due to an unexpected vacancy on the staff or board, or the anticipated transition of a long-tenured leader, being deliberative and thoughtful, and having a plan in place, can help a nonprofit weather the inevitable challenges of leadership transition. Unfortunately, according to BoardSource's research, only 27 percent of nonprofits surveyed reported that they had a written succession plan in place. Nonprofits that are serious about their own sustainability will also be serious about planning for smooth and thoughtful transitions of leadership - as well as making sure their nonprofit is prepared for unexpected departures. ![]()
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