CEO or Executive Director Succession
CEOs, board members, and staff all worry that succession planning may be sending the wrong signal. Instead succession planning should be seen as sound governance. Like a personal last will and testament, organizations should have a succession plan even when they have no intention of using it anytime soon.
What is succession planning?
It’s not personal, it’s fiduciary.
Clarity Transitions brings experience and easy-to-use processes and tools to guide your team through the decisions that will prepare your organization for that eventual leadership transition.
Leadership Team Succession & Building Bench Strength
With a concentration on mission and often relatively flat leadership structures, nonprofit organizations don’t always spend time to build their own capacity, especially across the leadership team.
As you look at your organization’s leadership team, ask the following questions.
Board service can be either wonderfully fulfilling or … terrible… with many experiences being somewhere in the middle. This volunteer role can be easy to get wrong with roles and responsibilities often inconsistently applied, a sometimes unclear balance between work that’s hands-on and hands-off, and a regular turn-over of people and personalities.
Clarity Transitions can help you develop a year-round nominating process that helps you identify a diverse group of people at the right time with the right skills and networks. We can help you build clarity around your recruitment process so that there are no surprises for new nominees, continuing board members, or staff.
We’ll also help you look at board leadership and develop a pipeline and process to train for future board leadership roles.
Ultimately, we believe nonprofit sustainability lies in good governance. You need good people and a good process to find those good people.
How does this fit your organization? Let's talk