Good succession planning is about more than choosing a successor to the executive director. It needs to encompass planning for all leadership roles to strengthen the organization for the long term. A key component is leadership development planning, which provides a structured method to build leadership capacity.
As a young program manager at a social service agency, I was lucky to have many supervisors who were great mentors. They encouraged me and stretched my skills. They expected me to learn how to budget for my program, ask hard questions, supervise and mentor staff, communicate clearly, and develop partnerships in the community. They supported me in learning these skills by stretching my thinking and giving me opportunities to take on higher-level tasks. When I left that role to become an ED of a nonprofit, those leadership skills helped me tremendously, although I still had plenty to learn.
The possibility of a long-term trusted and high performing executive director leaving their position is a scary prospect for most boards. It can be made more manageable by intentional planning and open discussions. In addition, taking the time to explore succession planning and leadership development now will benefit the organization immediately through reduced workloads, better-trained staff, and the opportunity for future growth.
There are a million posts out there on how to thank someone who is retiring by buying them a gift. But how meaningful is a plaque or clock after someone has spent decades serving their community as a nonprofit leader? How can you thank someone in a way that really connects to their work and reminds them that they are valued?
The first day for an executive director, or any nonprofit position, sets the tone for their career. It’s a critical part of the entire onboarding process.