canadian cities in transition 6th edition

Because the board is ultimately responsible for oversight of the executive director, typically it is also the board's role to initiate succession planning for the executive director/CEO. Wendy Lazarus and Laurie Lipper offer six strategies worth reflecting on by those who are planning their nonprofit's journey towards a new leader.Ī committee of the board, such as the board development or board governance committee, will generally focus on leadership succession at the board level, while staff leaders are most often charged with identifying transition plans for staff’s leadership succession.

Leaders who care about sustainability pay attention to ways they can support their own succession. Practice Pointers Who is responsible for planning for transitions of leadership?

On-board deliberately: Help new board chairs and staff leaders feel confident and find their own voices.

Communicate: What will your organization say to stakeholders before, during, and after a transition of leadership? Thoughtful communications are needed to support the staff and organization during the transition process.

Make plans to adequately support newly-placed employees, such as with coaching, mentoring, and defining goals.

Cross-train current staff to minimize the disruption from unexpected staffing changes.

Identify leadership development opportunities for staff and board members to expand their leadership skills so that the organization will have a 'deeper bench' of future leaders.

Adopt an Emergency Leadership Transition Plan to address the timely delegation of duties and authority whenever there is an unexpected transition or interruption in key leadership.

Draft a timeline for leadership successions that are planned.

Consider whether placing an interim leader at the helm is the right path for your nonprofit.

Identify current challenges and those that lie ahead, and the corresponding leadership qualities that are needed to navigate the challenges successfully.Gain the commitment of board and staff to manage transition intentionally.Ten Planning Tips for Leadership Transition Look to your state association of nonprofits for special programs designed to address leadership transitions, as well as learning opportunities for newer CEOs/executive directors and board chairs. Whether a transition occurs due to an unexpected vacancy on the staff or board, or the anticipated transition of a long-tenured leader, being deliberative and thoughtful, and having a plan in place, can help a nonprofit weather the inevitable challenges of leadership transition. Unfortunately, according to BoardSource's research, only 27 percent of nonprofits surveyed reported that they had a written succession plan in place. Nonprofits that are serious about their own sustainability will also be serious about planning for smooth and thoughtful transitions of leadership - as well as making sure their nonprofit is prepared for unexpected departures.

Canadian cities in transition 6th edition