Next year I will transition as Board Chair of a local nonprofit. As I make this transition, I have been reflecting on the importance succession planning plays in the selection of a new board chair and new board members. Succession planning is crucial for ensuring the long-term stability and effectiveness of an organization.

Succession planning for a nonprofit board chair involves identifying and developing potential leaders, and creating a pipeline for board positions to ensure a smooth and impactful transition.  It is important to maintain open communication and align the board’s vision for its leadership.

Some valuable steps for your nonprofit to consider as you develop your own succession plan include:

KEY STEPS FOR A NONPROFIT SUCCESSION PLAN

+ Assessment:  Regularly evaluate the skills, expertise, and performance of current board members to identify potential leadership successors.

+ Identify Key Roles:  Clearly define key leadership roles within the board and ensure a balance of skills, industry experience, academia, philanthropy, and demographic backgrounds. Utilize a board leadership job description for each role.

+ Training and Development:  Provide ongoing development opportunities to board members and encourage emerging leaders to participate in committees as a way to gain experience. Establish a mentorship program pairing experienced board members with those members who show potential. Also, look for local board training opportunities through nonprofit associations. This allows the emerging leaders to network with other nonprofit board leaders.

+ Diversity and Inclusion: Promote diversity within the board to ensure a broad range of ideas, perspectives, and skills, fostering a more resilient leadership team. Utilize the organization’s DEIB policy to support board recruitment strategies.

+ Nominating/Succession Committee: The Nominating/Succession Committee should be responsible for recruiting members with diverse backgrounds, and identifying current members with leadership potential. Internal talent can bring value to leadership positions, they are familiar with the organization’s culture, resulting in a smooth transition. External talent can bring new skills and a fresh perspective.

+ Communication:   Everyone on the board or in the organization has their own perceptions and opinions, it is important to maintain transparent communications regarding succession planning.   During this time encourage board members to express their interest in a leadership role, or thoughts regarding prospective candidates. Without strong communication, boards tend to become too dependent on vocal board members and not inclusive of all voices.

+ Term Limits: Implement term limits for board members to ensure regular turnover and opportunities for new members and leaders to emerge. A well-developed term limits policy supports the organization’s diversity goals, fresh perspectives, and a rotation of leadership amongst the community.

+ Exit Interview: Conduct exit interviews with outgoing board members to gather insight and feedback, improving the successions planning process.

+ Board Evaluation: Conduct an evaluation of the board’s overall effectiveness at least every two years, using feedback to refine and improve the succession planning strategy. You can also ask board members to self-evaluate their performance and provide growth opportunities in their board roles.

+ Community Engagement: Foster relationships with the local community to identify potential external candidates who align with the organization’s overall mission and values. A nonprofit that is well-networked within its service area allows multiple entry points to engage with community members who are interested in serving on a nonprofit board.

Sufficient board succession planning is vital to the ongoing success of a nonprofit, and helps sustain the mission and community impact. Too often boards approach succession planning in an episodic manner, addressing the issue only when they need to replace a chair or members. An effective succession plan is an ongoing process that adapts to the changing needs of the nonprofit and development of its leaders.  Succession planning is a strategic investment in the organization’s future.

Whether your nonprofit needs an emergency plan for an unexpected board departure, or a strategy for future succession, Leap Solutions is here to support your organization through the process.

We provide a structured process to:

• Identify significant challenges your organization may face in the next 1–5 years
• Identify specific competencies, skills, and institutional knowledge critical for key leadership positions
• Identify high potential board members and employees across the organization
• Identify contingency plans for unforeseen board departures

Succession transitions are complex and challenging processes without the added complications of being caught unprepared. Fortunately, Leap Solutions is ready with the needed resources to help you plan and guide you through effective succession transitions. Reach out and let’s discuss your nonprofit’s plan to succeed.

Are You Ready to Leap?

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Leap Solutions, a division of George Petersen Insurance Agency, is a diverse group of highly skilled management, organizational development, executive search and recruitment, and human resources professionals who have spent decades doing what we feel passionate about: helping you feel passionate about what you do. We are available to work with you to develop practical solutions and smart planning decisions for your organization’s immediate, near, and long-term needs.

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