IT’S GONNA HAPPEN SOONER OR LATER!

 In Smith & Dale Blog

EXECUTIVE TRANSITION IN YOUR NON-PROFIT (Part 1 of a 3 Part Series)

By Guest Blogger: Diana Sheldon

The easiest way to eliminate most of the stress when the Executive Director/CEO gives notice is to have a Succession Plan already in place.

 “Why” you should have a Succession Plan:

  1. With a plan you are continually in the process of identifying and developing new leaders to succeed current leaders.
  2. It strengthens the organization by preparing to meet future emerging needs and challenges.
  3. It is designed to plan the transitions of Executive Director/CEO & Senior Leadership (and even Board Members!)
  4. It can be a component of a Strategic Plan. ** Funders may ask if you have a Succession Plan.

Current Research Shows…

  • Only 34% of Boards have a written ED/CEO succession plan.
  • In the next 5-8 years, 60-70% of non-profit Leaders will leave their organizations.
  • Baby Boomers are looking toward retirement and seeking less demanding, more flexible work.

If your Executive Director/CEO resigned today do you have a plan??

4 “Reasons” you need a succession plan:

  1. An unplanned short-term absence of CEO/ED
  2. A long-term absence CEO/ED
  3. Permanent Unplanned Absence – CEO/ED gives notice
  4. Termination of Executive CEO/ED – unplanned absence

Your Executive Director/CEO is leaving or has left…Now What?

Review exit date with Executive Director/CEO.

  1. First Scenario – ED/CEO agrees to stay until new person is in place.
  2. Second Scenario – ED/CEO wants to leave ASAP
  3. Third Scenario – ED/CEO wants to stay longer than the Board feels it is necessary
  4. Fourth Scenario – ED/CEO is terminated
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