Leadership Transitions and Succession Planning at Every Level

TEXAS NONPROFIT SUMMIT 2011

Tara LevySenior Consultant

Greenlights for Nonprofit Success

G R E E N L I G H T S . O R G

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QUICK OVERVIEW OF SESSION▸ Context for nonprofit transitions at all

levels: ED, senior staff, board▸ Theory and implementation tips▸ Bonus topics: founders and life cycles

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EXECUTIVE DIRECTOR TRANSITIONS

▸ Risks• Confusion• Loss of momentum• Loss of focus• Alienate donors

▸ Opportunities• Evaluation• Clarification• Solidify relationships• Staff and board

growth

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IT WILL HAPPEN TO YOU.▸ 2007 Greenlights survey

• 67% of Central Texas EDs plan to leave their jobs within 5 years (by 2012)

• 10% per year at time of survey

▸ 2011 St. Edward’s survey• 68% within 5 years (by 2016)• 14.33% per year (increasing)

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TRANSITION CHECKLIST.▸ Communicate clearly, consistently,

continuously▸ Maintain board and staff leadership▸ Ensure appropriate coverage▸ Make a timeline and plan

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PREPARE. PIVOT. THRIVE.

Prepare• Clarify transition

leadership• Stabilize situation

(if needed)• Plan search &

transition

Pivot• Search• Select• Transfer

knowledge• Prepare

organization

Thrive• Hire and launch• Support during

transition• Celebrate success

Target Result:A positive, forward-looking relationship between

an executive who fits the current and future leadership needs of the organization and an organization

(including the board) that is prepared to work with him/her.

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PREPARE NOW.▸ Organizational assessment▸ Cross-training▸ Documentation▸ Communication

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TRANSITION DO’S AND DON'TSDo….▸ Conduct an organizational

assessment▸ Get outside facilitation▸ Appropriately involve board,

staff, and stakeholders in outreach and selection of a new leader

▸ Offer support and opportunities for professional development to your new hire

Don’t…

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TRANSITION DO’S AND DON'TS

Do…. Don’t…▸ Lose touch with the

changing needs of the environment or clients

▸ Act hastily without planning or clarifying direction

▸ Place an ad before clarifying expectations and goals

▸ Leave unclear expectations on priorities, evaluation timing, or procedure

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BOARD’S ROLE IN AN ED TRANSITION▸ Time-driven logistical tasks

• Job description• Posting• Interviewing• Offer

▸ In the background, ongoing roles• Communication• Staff support• Donor relations

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INTERIM LEADERSHIP▸ Internal vs external▸ Candidacy for full-time position▸ Delineated roles and responsibilities▸ Kicking off and wrapping up

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SUCCESSION SCENARIOS

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▸ Brainstorm and plan at your table

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STAFF LEADERSHIP SUCCESSION▸ Deputy Director▸ Development Director▸ Program Director▸ Technology

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BOARD SUCCESSION▸ Monitor recruitment needs and

opportunities year-round▸ Having a plan for board leadership

development and recruitment is essential▸ Mentor President-Elect and develop

successors through other leadership roles

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BONUS: FOUNDERS

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BONUS: LIFE CYCLES

Start-Up Growth Stability

Renewal

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QUESTIONS?

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ADDITIONAL RESOURCES▸ Greenlights (online library, support,

Diagnostic assessment, succession plan development, Interim ED placement, search facilitation)

▸ Annie E. Casey Foundation (articles)▸ Nonprofit Risk Management Center

(planning tools)