We are happy to share what we learn, and we do this as workshop instructors, by developing curriculum for the Maine Association of Nonprofits and individual clients, and by offering advice on our Starboard blog. Take a look. You just might find the guidance you need!
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You’ve been through an exhaustive (and somewhat exhausting) executive search, and your new leader has accepted your offer. It’s time to celebrate or, at least, breathe a big sigh of relief! While you are certainly entitled to both, the board needs to appreciate that what happens over the next several weeks, if not months, can …
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It’s not surprising that nonprofit board members are timid about starting the succession planning conversation with their chief executives. There is the fear that raising the subject might suggest to the chief executive that the board thinks it is time for him or her to leave. There is also the fear that that they may …
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In corporate settings, it is taken for granted that “strategic leadership development” is central to succession planning—they are constantly working on developing a pool of leaders who will be ready to run corporate divisions, tackle transformational projects, or become the next CEO. Smooth transitions and successful operations require building leaders across the organization and not …
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When I first started consulting, I was asked on a couple of occasions to lead succession planning workshops for nonprofit leaders. Attendance at these sessions was disappointingly low, and rather than blame the low turn-out on the presenter, I suggested to the organizers that, “for some leaders, talking about succession planning can feel like planning …
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More often than not, nonprofit board members think about succession planning only when it has already become transition planning—the organization’s chief executive has announced that she is departing or retiring and the board is in a state of panic. Given enough lead time (18-24 months) the board has time to engage in “departure defined” succession …
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The phone call is often from a board member, and it usually begins this way: “We need help with succession planning.” However, what they actually want and how they have come to define “succession planning” usually takes some work to uncover. It could be they need help in developing a predictable succession of board officers. …
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