The plan has always been ‘what’s going on in my head. I’m trying to get it down on paper to try to grow my business.’ I’m learning I’m going to have to bring other people into the organization. Now that a written plan is in the works, I’m looking forward to working on the action steps. We’ll have a blueprint to follow. As part of the marketing plan, we also received a Customer Survey that has proved to be a great document for us resulting in our own customer testimonials.
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McShane Welding Co.
Nonprofit Succession Planning
Did You Know?
10-15% of nonprofits hire a new Executive Director every year?
- If your Executive Director suddenly left or retired, have you identified candidates for the job?
- Are the candidates prepared? What is your plan for hiring another executive? Who would act as the executive until the board can meet and appoint someone?
- If your Director left, would your organization experience a decline in income or fundraising activities? Do contributors trust that the organization can succeed without the current Director?
- What knowledge and contacts would your organization lose if your current Director were to suddenly leave? Has the current Director taken on too much responsibility at the expense of staff development?
- Are there other positions besides the Executive Director that would leave the organization vulnerable?
More and more, nonprofits are beginning to ask themselves these very questions. Although not always an easy topic to broach, succession planning is a critical element to the long term success of nonprofit organization. A plan can help ensure that your organization is not left vulnerable should a key member of your staff or executive team leave. A plan provides reassurance to clients, donors, employees and funders that your nonprofit can successfully continue should someone leave.
Like strategic planning, nonprofit succession planning is often more complex than in the business environment. Because most nonprofit missions don’t dramatically change over time, finding the right Executive Director, staff or board member is as much about finding someone with the same values as it is about finding someone with the right skills. The values and beliefs someone has can greatly impact the culture and integrity of the mission.
At Decision Associates, we approach nonprofit succession planning from all angles:
- Stakeholder perspectives
- Staff perspectives
- Skills assessments
- Behavioral assessments
After careful evaluation, a gap analysis is conducted, succession options are presented, development plans are put in place and a road map is created to help ensure successful transfer of knowledge and skills. Decision Associates remains committed to our nonprofit succession plans by conducting monthly and quarterly reviews to ensure a successful future hand off.
To receive an evaluation of your organization’s succession planning needs or to learn more about our nonprofit succession planning process, contact us today.
