As you’re looking to build your team and future leaders, along with identifying competencies and professional development, make sure you’re keeping an eye on culture.

People are the most important asset for mission success. “Succession management” can and must, address equity and succession together. To make transitions less disruptive, nonprofits need to provide greater opportunities to foster strong, prepared staff ready to step into new roles.

The good news is that transition is a normal part of work life. With some reasonable and common-sense proactive planning, it doesn’t need to be disruptive.

Obvious? Yes. Easy to make happen? No. We applaud the nonprofits who make these lessons a priority in their everyday work.

One of the benefits of working in a non-traditional organization is the ability to have non-traditional colleagues. Meet the Chief Happiness Officer… and her successor.

As more and more organizations choose to embrace diversity, equity and inclusion, how do we ensure that they are actually changing their everyday practices in meaningful ways?

When the future is cloudy, consider a more flexible strategic framework to set direction in ways that are more forgiving on timing and specific details. We find these to be more about strategy – what an organization does and it’s high-level focus, than on how it does those things.