Executive Succession

The time to start planning for leadership succession… is NOW!

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It’s unavoidable. Your nonprofit’s executive leader will leave sooner or later, maybe even sooner than you think. And yet, if your nonprofit is like most, a succession plan has not been discussed.

Fewer than 20% of nonprofits have a succession plan in place for their chief executive position, even though there’s a 100% chance the executive will leave the role eventually.

Too often considered an awkward or uncomfortable conversation, many choose to avoid the topic. While ignoring the subject leaves the organization ill-prepared when the inevitable happens, preparing for succession opens up a whole range of dialogues that lead to a stronger, more resilient organization.

This article addresses how to prepare for a smooth transition regardless of how or when your executive leaves.

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Leadership Transitions: How to Avoid the Mess

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Don Tebbe is Joan Garry’s guest for Episode 29 of her podcast, Nonprofits are Messy. Here’s the link: Leadership Transitions: How to Avoid the Mess. Join Don and Joan for a lively discussion that covers:

  • Recent trends in leadership transitions in the nonprofit sector
  • How to create a WRITTEN succession plan (and why it’s critical)
  • The single biggest mistake boards make in succession planning
  • The three things a board needs to do when confronted with a transition
  • Pros and cons of hiring internal candidates
  • What to do if you think you made the wrong hire

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Developing Leaders, Developing Successors

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There are two pervasive myths – false assumptions – that are holding back the development of leaders in the nonprofit sector.

The first myth is that leader development is too complicated and too expensive, which makes it the exclusive domain of the “big guys.” In other words, it’s for those mythic “other” nonprofits. You know, the ones with unlimited resources, lots of staff and plenty of time to do things… Just, not us.

The second myth is that organizations develop leaders. Behind this myth is the idea that leader development is something that the organization provides or does to its people. Unfortunately, this myth is causing many people to postpone leadership development actions that they could be taking today because they’ve bought into the false belief that it’s up to their organization to provide some sort of program or send them to a course that will magically turn them into a leader.

This case study interview dispels both of those myths. We will be talking with Allison Bogdanovic, who is executive director of Virginia Supportive Housing (virginiasupportivehousing.org) in Richmond, Virginia.

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Six Nonprofit CEO Succession Readiness Questions

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In preparing for nonprofit CEO succession, too often timing gets confused with readiness. A prior post (“Three Phases of the CEO Succession Timeline”) makes a distinction between timing and readiness, pointing out that they are different but related things. For succession purposes, timing has to do with the sequencing of events while readiness has to do with the willingness to change and the preparation to navigate change. If you are a nonprofit CEO planning to retire, succession readiness involves preparing yourself and your organization for the transition process leading up to your departure as well as preparing for what’s on the other side of the departure threshold — for both you and your organization.

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Five Barriers Between You and Your Life’s Next Chapter

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Unless you’ve been living under a rock, it’s been impossible to avoid the media stories about the massive wave of baby boomers heading towards retirement. But underlying these stories are some striking facts that signal a major change in leadership in enterprises and institutions throughout the country. The median age for an S&P 500 CEO is 55. Three-fifths of senior federal executives are, or shortly will be, eligible for retirement. And, it’s estimated that two-thirds of our nation’s nonprofit leaders are age 60 or older.

As these leaders head towards the traditional retirement threshold, the situations and opportunities they face are dramatically different than those faced by any previous generation. For a host of reasons, traditional retirement is not the choice of many Boomers, nonprofit leaders included. Here are a few of those reasons:

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6 Signs That It’s Time to Move On

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Deciding when to move on – that it’s time to retire, shift into an encore career, or otherwise leave your leadership role – and head toward life’s next chapter may be the most challenging decision of your career. Some leaders make this decision easily and move forward gracefully. Others delay, postpone, and defer until circumstances take over. They hang on too long until the “it’s time to leave” signals become so blindingly obvious that they can no longer be avoided. Still other executives never seem to get the message and have to be subtly, or sometimes not so subtly, forced out of their positions. This article covers six classic signs that it might be time to prepare your exit plan.

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