Tips for Smooth Not-For-Profit Leadership Transition

In life, all things are temporary. This includes the current appointed leadership within your nonprofit organization. Eventually, a leadership role must transition and if there is not an adequate succession plan in place before this happens, it may cause some waves within your organization. It’s best to have a comprehensive written succession plan in place. Seem overwhelming? Let us help! Check out these tips for a smooth transition:

1. Maintain a well-rounded team and train employees within. With a knowledgeable support staff in place, hiring for a leadership position can be much easier. Junior staff members who prove to be hard-working and capable should begin training for leadership roles ahead of time. Even if an outside hire is selected, this support staff can help to bridge the gap of transition.

2. In addition to a strong support staff, strengthening systems and procedures will also aid in a smooth leadership transition. Ensure these policies and procedures are well-documented, as well and being clear and concise. This organizational knowledge will be crucial for a new in-coming leader.

3. Evaluate your organization from the present moment. Is the out-going leader lacking in any areas? Are there qualities in a new leader that would benefit the growth of your nonprofit? Don’t assume that you should look for a new person with the same qualifications. A fresh set of skills and perspective can be beneficial.

4. Ensure that your succession plan accounts for sudden departure. How will you communicate this transition to clients, donors, your board, staff and even press? Planning ahead will allow this process to be well thought out, as opposed to feeling rushed. Consider having an appointed junior staff member who is skilled enough to bridge the gap during a sudden departure transition.

5. Lean on your advisory board. Boards are full of knowledgeable members who can act as strong resources to a nonprofit organization. They may have recommendations, advise and input during leadership transition. Make sure you maintain a strong board for this, as well as many other purposes.

6. Prioritize employee satisfaction. Having well-trained employees is useful in its own right but employee satisfaction is equally important. A happy staff is a helpful staff is a loyal staff. Building an environment where employees feel comfortable, appreciated and integrated is crucial for employee retention. This is a huge benefit when it comes to ensuring a smooth leadership transition. Teamwork!