Leaving Work That’s Been Your Calling

Redirecting, discovering and developing callings in post-career life

Work can be viewed as a job (a source of money and security), a career (a source of achievement and advancement), or a calling (a source of meaning and purpose).[1]

callings

Since the days of Martin Luther and John Calvin, the notion of a “calling” has been associated with religion. But researchers have found strong parallels between secular and sacred callings.

In the secular sense, a calling has been described as “an approach to work that reflects the belief that one’s career is a central part of a broader sense of purpose and meaning in life and is used to help others or advance the greater good in some fashion.”[2] Others say that it also involves a sense of “duty, sacrifice, and vigilance.”[3]

How can you tell if you have a calling?

Researchers say that regardless of whether the source is religious or secular, callings have the following three characteristics:

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What to Do When Your Executive Director Leaves

The Board’s 6 Tasks for Managing a Successful Transition

Nearly every board faces the challenge of hiring a new chief executive at some point. And when it comes to managing the CEO transition, every board seems to remember that terse line in the bylaws. You know — the one that reads, “the board is responsible for hiring and supervising the chief executive.” Unfortunately, that directive is terribly short advice. It doesn’t come close to addressing the board’s full responsibility for managing CEO turnover.

CEO transitions are complicated, but managing them well is easier than you think. This post outlines the board’s six tasks for managing the transition the right way. But before we talk about what to do, let’s cover what not to do.

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Planning the Handoff

How to hand off the CEO role to your successor

The final stage in the succession process for the departing executive is handing off the role to their successor. This consists of at least a meeting, if not a series of meetings, between the exiting and incoming executives.

handoff

I’ve proposed elsewhere that unless they are being fired or there are other extenuating circumstances, the departing executive has three jobs during the succession process as a leader in transition. In addition to leading the organization and preparing themselves for life’s next chapter, they have a responsibility to ensure that the organization is ready to work effectively with their successor. And a key part of that preparation is

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Every Executive’s Departure Has a Style. What Will Be Yours?

Will you be a monarch, general, ambassador, governor, or steward?

You have to get my successor in here at least six months before I leave so I can train him! That was how Alice Hendrix[1] responded to my question about how she saw the upcoming CEO transition going.

CEO Departure Styles

I had just been engaged by Alice’s board to help them recruit and hire her successor and to help the board manage the transition process. My initial response to her comment could have been, “no cause for alarm”; Alice was the departing CEO and an upcoming transition always produces some level of anxiety. Plus, many departing executives overestimate the amount of overlap necessary with their successor. But, it was how she said it — staccato while jabbing her index finger into her opposing palm to emphasize every word. Now, THAT was a little disconcerting. My thought was, “Is she a ‘general’ or a ‘monarch’ who’s being eased out by her board?” But what does that mean? “General”? “Monarch”?

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Review – Joan Garry’s Guide to Nonprofit Leadership

When was the last time you read a book on nonprofit leadership – or a book on leadership of any kind, for that matter – that made you laugh out loud, tugged your heartstrings, and compelled you to keep reading? Maybe never, right? That’s about to change if you pick up a copy of Joan Garry’s Guide to Nonprofit Leadership (Because Nonprofits Are Messy).

Joan Garry's Guide to Nonprofit LeadershipYou’ll be treated to over 200 pages of wisdom, wittily written. Here are my chapter-by-chapter takeaways:

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The Fast Track to Building a Winning Relationship with the Board

A guide for new CEOs

Laura Mitchell reached for the phone and dialed the number. As she was waiting for the answer, she arranged the papers on her desk with the questions she was about to ask. Laura, a newly hired nonprofit CEO, just 23 days on the job, was completing her final “get-to-know-you” conversations with members of her new board.

Because she knew how critical it is to build relationships with board members early, she arranged a series of lunches, coffees, and phone calls with individual members of the board. She knew this investment of effort early on would pay huge dividends later.

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Leadership Transitions: How to Avoid the Mess

I am delighted to be this week’s guest on Joan Garry’s podcast “Nonprofits are Messy” on the topic “leadership transitions, how to avoid the mess.” Join us for a lively discussion that covers:

Nonprofts Are Messy Episode 29
  • 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

Here’s the link: Leadership Transitions: How to Avoid the Mess

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Did You Terminate Your CEO?

Here are five tasks to do a reset and get your nonprofit back on track

The circumstances surrounding most CEO terminations are usually more complicated than they appear. I’ll leave the termination process to the legal experts. Instead, this article covers how to put the organization back on track after the inevitable trauma of a CEO termination.

When a board fires or forces out its CEO, two human tendencies come into play: heap all the blame on the departed executive and rush to hire a new one.

When a board fires or forces out its CEO, two human tendencies come into play. The first is to heap all the blame on the departed executive—to link the organization’s problems to the perceived deficiencies of the former CEO. This attitude can blind the board to the other very real underlying problems that helped to precipitate the termination, including the board’s potential complicity in creating some of the circumstances that led to the departure.

The second tendency is to rush to hire a new executive. Lulled by the idea that the problems can all be traced back to the “flaws” of the former executive, the board often scrambles to hire their next CEO. Many begin by looking for someone who is something of a mirror opposite of the departed executive. Fresh off the heels of the termination, the board usually starts seeking candidates who have strengths where the departed CEO had weaknesses.

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Developing Leaders, Developing Successors

Interview with Allison Bogdanović Executive Director, Virginia Supportive Housing

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.

Allison was an internal candidate who was promoted to the CEO position in 2013 after a competitive search process that involved internal and external candidates. Allison shares her experience of developing as an emerging leader, her perspective on the hiring process, and the realities of transitioning from a senior leader into the CEO role. 

Whether you’re a CEO or senior manager who wants to do a better job of developing leaders in your nonprofit, or you are a nonprofit staff member who wants to move up the career ladder, Allison shares wisdom and insights that can help you.

Many thanks to Allison and the folks at Virginia Supportive Housing for sharing their experience with us. To learn more about Virginia Supportive Housing, please visit virginiasupportivehousing.org.

Below is a guide to the topics covered in this case study.

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Six Nonprofit CEO Succession Readiness Questions

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.

That earlier post also pointed out that, in planning for CEO succession, more time gives you more options. Beginning the groundwork several years ahead of your departure date, if possible, dramatically increases the possible range and depth of the preparations.

These two states of readiness — organizational and executive — are interrelated, as illustrated in the Readiness Grid (Figure 1 below). The ideal scenario is a high state of readiness on the part of both prime actors in CEO succession — the organization and the executive.

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