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Effective Succession Planning: Avoiding Crisis for Nonprofits

Succession planning is crucial for ensuring organizational viability, particularly for nonprofits. This presentation, led by Jackie Hall at the AIRS Training and Education Conference, explores essential strategies for creating a robust succession plan. Participants will learn to recognize the importance of succession planning, complete a readiness checklist, and understand methods for developing effective plans. The session will include real-life examples and discuss how to prepare for unexpected leadership transitions. Join us to equip your organization for a successful future!

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Effective Succession Planning: Avoiding Crisis for Nonprofits

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  1. Succession Planning:Here’s One Crisis You Can Avoid! 2012 AIRS Training and Education Conference Jackie Hall | Pathways Consulting Inc | May 23, 2012

  2. Welcome! Individually rate: 1 = very low; 7 = very high • How valuable an experience do you plan to have? • How engaged and active do you plan to be? • How invested are you in the quality of the experience of those around you? Discuss with those around you

  3. Learning Objectives • Recognize importance to organizational viability • Complete succession readiness checklist • Understand three methods to develop • Know steps in creating a plan • Learn about real-life example

  4. References/Resources • CompassPoint Executive Search & Transition Succession Planning templates, compasspoint.org/et • The Annie E. Casey Foundation Executive Transition Monograph Series, aecf.org • Chief Executive Succession Planning, Nancy R. Axelrod BoardSource.org

  5. “Succession Fire Drill” What would you need to do? What would you need to know?

  6. It’s Important… • Risk management • Resiliency • Shared leadership • Energizing • Generational need

  7. OK, if it’s so important, why do we resist doing it???

  8. Succession Planning for Nonprofits • Not about “heir apparent” • Not a one-time event • Fosters shared vision/strategy • Build bench strength • Sound infrastructure and transition plan

  9. Why Might You Initiate It? • New board leadership • CEO evaluation • Board self-assessment • Strategic planning • Organizational crisis

  10. Organizational Life Cycle

  11. How Ready are YOU… for a Smooth Transition?

  12. Possible Approaches to Succession Planning • Strategic Leadership Development • Temporary/Emergency • Departure-Defined

  13. Steps in Emergency Succession Planning • Identify priority functions • Decide who should cover • Define procedures (short-, long-term) • Establish process for acting executive • Draft communication plan • Implement documentation/cross-training • Build in a review process

  14. Departure-DefinedAdditional Considerations • Personal and professional issues • Establish time frames • Build into strategic plan • Determine executive search strategy • Executive Emeritus role?

  15. Case Example Marguerite Redwine Chief Executive Officer New Orleans, Louisiana

  16. Emergency Succession Plan • Challenges • Successes • Lessons Learned

  17. Departure-DefinedSuccession Plan • Challenges • Successes • Lessons Learned

  18. Action Planning • Use Readiness Checklist • Identify Critical Gaps • Information and Contact Inventory Begin the Conversation: Get Started!

  19. Questions?Takeaways?

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