IT’S GONNA HAPPEN SOONER OR LATER!
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:
- With a plan you are continually in the process of identifying and developing new leaders to succeed current leaders.
- It strengthens the organization by preparing to meet future emerging needs and challenges.
- It is designed to plan the transitions of Executive Director/CEO & Senior Leadership (and even Board Members!)
- 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:
- An unplanned short-term absence of CEO/ED
- A long-term absence CEO/ED
- Permanent Unplanned Absence – CEO/ED gives notice
- 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.
- First Scenario – ED/CEO agrees to stay until new person is in place.
- Second Scenario – ED/CEO wants to leave ASAP
- Third Scenario – ED/CEO wants to stay longer than the Board feels it is necessary
- Fourth Scenario – ED/CEO is terminated