Every Nonprofit CEO Needs an Exit Strategy

Every career ends in a transition. It’s just a matter of when, how, and how well managed.

Smart leaders – whether they’re running a business or a nonprofit – know that they’ll leave their role at some point. They know that every job and every career ends in a transition eventually. It’s just a matter of when, how, and how well managed that transition is when the time comes.

The longer an executive has been in place,
the more challenges the successor will likely face.

When CEOs move on – especially if they’re a founder, a long-tenured executive, or a transformational leader – their organization needs to devote appropriate time and resources to managing the transition, ensuring that it’s more than just a search and hiring exercise. The longer an executive has been in place, or the more significant their impact on the organization, the harder they are to succeed and the more challenges the successor will likely face. An exit strategy can help pave the way for a smoother transition.

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6 Signs That It’s Time to Move On

Leading well includes leaving well. That means taking charge of your exit.

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.

Leading well includes leaving well, and that means taking charge of your exit and leaving on a high note. Choosing how to exit your role may be the ultimate act of leadership. The first step is determining when it’s time to move on.

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Is Your Nonprofit Ready for the Boomer Retirement Wave?

The wave is here and building

In 2011 we witnessed the beginning of a major social phenomenon that received very little attention in the media — the leading edge of the Baby Boom generation began to turn 65, the traditional age for retirement. This age cohort, born in the 19 years between 1946 and 1964, added nearly 80 million* residents to the US population. By contrast, the 19 years following the “Boomer generation” saw only 66 million births, including the 12 years between 1965 and 1976 that are commonly characterized as the “Baby Bust.”

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