Hey Board Member – Your ED is Leaving!

A board member’s most dreaded phone call may be the one saying that the ED is leaving.

Wouldn’t you like to immediately have the confidence to know that:

• A temporary leader has been designated for day-to-day operations, they’re prepared for that role, and they know how their regular work will be covered.

• A prioritized communication ladder is ready to go so that people served, staff, and funders know that the change is being handled well.

• The board knows the steps and roles to begin a thoughtful transition process that focuses first on the best way to deliver the mission and then on finding the next best leader.

• The temporary leader and board have access to organized, critical organizational information.

• Organizational leadership is ready – cross-trained with skills and competencies linked to mission.

Succession planning gives you this confidence.   Succession planning strengthens an organization by proactively preparing people & policies for a transition that will occur at some future point -whether on your watch or another.  Succession planning is simply good governance.

Overall, succession planning is not hard or expensive. A board and ED can develop an Emergency Succession Plan and Succession Policies in a short series of taskforce meetings.  Once plans and policies are in place, any operational issues related to succession can be addressed.  At a minimum, healthy succession includes ongoing development for staff and board.

Are you ready for succession?  Download our free Readiness Assessment to see where you stand.