This publication focuses particularly on board leaders. It provides a set of practical perspectives, hands-on tools, brief case studies, and useful resources to help board chairs, officers, and members take a proactive approach to preparing their organizations for a transition.
A 2004 study of 2,200 nonprofit leaders found that 65% of the executives intended to leave their positions by 2009.
Findings & Stats
It's Up to the Board
Boards must approach succession plans in a meaningful, time-efficient manner.
Succession planning is part of risk management and strategic planning.
Developing an emergency succession plan usually takes 15-20 hours of time spread over a few months.
Values and Direction
Developing strategic leadership and departure-defined succession plans is more challenging, and is based on organizational values and direction.
Preparing for the generational differences and different leadership styles brought by younger leaders is an important reason to consider succession planning.
A leader’s departure is an opportunity to examine and redefine the way the organization does its work.
Statements & Quotations
[Executive Transition Management] is a comprehensive strategy for managing the entire transition process from the current executive’s departure to the new leader’s successful launch. The result is a positive, forward-looking relationship between an executive who fits the organizations current and future leadership needs and an organization and board prepared to work with this talented new leader
Recruiting, developing, and retaining effective leadership is a critical competency of effective organizations.
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