Whenever a nonprofit loses a vital member of the team, such as an executive or a board member, it can be tough for the organization to balance existing operations while navigating the new transition.
All parts of the organization, from day-to-day operations, programming, planning and fundraising needs to continue full speed, but with the key member missing, smaller teams in particular may find themselves spread thin. However, if your nonprofit has a succession plan, then the transition can be handled much more smoothly.
The Importance of Having a Succession Plan Beforehand
All nonprofit organizations need to have a viable succession plan prepared before a key member departs. By having a plan in advance, your organization will be ready for this inevitable occurrence.
Before we get into explaining how these plans are developed, it is worth noting that a succession plan is a strategic document that describes how to handle the transition of a key member leaving, both before and during this event. This plan cannot be created successfully without all key members having the same vision for the nonprofit beforehand.
The Process of Developing a Succession Plan
We have developed a checklist of everything you need to do when you start preparing your organization’s succession plan
Step 1. Start by determining which vacancies your succession plan needs to address.
Each nonprofit has several key members, and losing any of them will be a tumultuous event. That’s why the succession plan needs to cover all possible vacancies. The plan should address the departure of the executive director, each high-level staff role, and board members.
Additionally, it’s necessary to cover both types of departures: an unexpected and a planned exit. As each requires a different plan.
Step 2. Include a process of internal leadership cultivation.
Whenever a person leaves an organization, it’s always hard to get the replacement to learn how to perform their duties in the same or similarly successful manner. For that reason, most nonprofits opt for recruiting within the organization by promoting another staff member.
However, that entails the nonprofit having a prepared plan for their identification, interviews, and training. By including the process within the succession plan, you’ll make sure that this will be handled quickly and successfully.
Step 3. Include the process for external search.
Some roles cannot be fulfilled by an existing member, which is why your succession plan also needs to include the process of identifying a suitable candidate – i.e., finding external talent.
With planned departures, it’s much easier as the existing member will help the organization find a suitable replacement, but with unplanned departures, you’ll have to find an interim leader who will occupy the role, while the team actively searches for the right candidate.
Step 4. Prepare a plan for how the new member can transition into their role.
The remaining part of the plan should always include an outline for the onboarding process – or the process of training the new member and introducing them to their role.
The process should take into account the exact training plan and how long it will take, along with the planned tracking of their acclimation.
By following these steps your organization will have a much easier time preparing the succession plan and eventually successfully handling all transitions.
Here at Turnaround Life, Inc., we aim to help organizations and programs that make it possible for people to turn their lives around. For more information about us, visit our website.
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