Leadership change is inevitable. Preparing for this inevitability through succession planning is key to nonprofit sustainability. What does it entail?
Succession planning, intentionally preparing for leadership transitions, whether your board or executive staff, ensures that the right people are in place at the right time and prevents disruptions, while supporting long-term growth. However, it is more than simply having a plan in place, it should be an ongoing strategic process.
Succession planning is often thought of, if it is thought of at all, as a backup plan for emergencies. While that’s certainly part of its function, it is so much more than that. A form of risk management, it acts as a safeguard against unplanned and unexpected changes that could impact achievement of your nonprofit’s mission. It is also equally helpful to have a clear and straightforward process for facilitating smooth leadership transitions when change is predictable and planned.
And it doesn’t need to be complicated. A succession plan begins with a conscious decision and becomes an active process with input from everyone involved. While it does take time to develop and communicate initially, it will ultimately save you time and prevent potential chaos later.
There are three key areas where succession planning can be applied in a nonprofit:
- Leadership staff
- Board development
- Volunteer recruitment and retention
While the basics are the same for each area, execution will vary. Here’s what all three areas need in order to ensure succession readiness:
- Have a clearly defined strategic direction
- Determine who is responsible overall
- Agree on the process to be followed
- Identify likely barriers to implementation
- Ensure key staff have documented primary activities and trained another staff person to take over
- Nominate an alternate staff or board member to maintain important external relationships
- Confirm that financial systems are strong and a financial reserve is in place
Why It Matters
A thoughtful succession planning process helps ensure continuity, reduce disruption, preserve key relationships, and strengthen your internal leadership pipeline. If done right, it aligns with your strategic direction and enables your nonprofit to continue achieving impact no matter the circumstance.
Whether dealing with a sudden departure or a planned transition, having a framework in place offers clarity and direction for your team and board when it’s needed most.
What Happens Without It
Without intentional succession planning, organizations are more likely to face confusion and instability during transitions. Common challenges include:
- Not knowing how or where to begin
- No clear internal successor
- Not making time due to competing priorities
- Confusing what is important with what is urgent
- Worrying that creating a plan will suggest someone is leaving.
To address these potential barriers, organizations must shift their mindset. Rather than waiting for an emergency, prioritize what is important and make time to plan. Taking a step back to focus on the long-term can reduce stress and build resilience.
Key Questions to Ask
Before diving in, begin by asking a few foundational questions:
- Is there a clearly defined strategic direction?
- Who is responsible for overseeing the succession planning process?
- What process will be followed, and who will lead each step?
- What barriers might exist in developing or implementing the plan?
- Have primary duties been documented, and is someone prepared to step in if needed?
- Are your financial systems strong and supported by an adequate reserve?
Where to Begin: Immediate Steps
It is not about reinventing the wheel. Simple steps like documenting leadership responsibilities, identifying key roles, and building consensus around the process can go a long way. There are plenty of resources and templates available, including some from us here at JBL Strategies.
Succession planning may look different depending on whether you’re focusing on executive leadership, board development, or volunteer continuity. However, the fundamentals are consistent. Begin by taking these steps:
- Confirm readiness with your Executive or Governance Committee.
- Revisit and clarify roles and responsibilities.
- Evaluate what plans or tools are already in place and what needs to be developed.
- Develop a clear action plan—what needs to be done, by whom, and when.
- Engage the board strategically throughout the process.
- Communicate with stakeholders, including board members, senior staff, and committee leaders throughout the process, as and when appropriate.
Don’t Wait Until It’s Urgent
Many nonprofits put off succession planning because it doesn’t feel immediately urgent. However, waiting until there’s a vacancy or crisis can make the process far more difficult. If you make time now to put a basic plan in place, you’ll be in a stronger position later, and you’ll likely avoid the stress and uncertainty that can accompany unexpected departures. Remember the beauty of a plan is that you can always change it. Without a plan chaos is more likely.
Final Thoughts
Succession planning doesn’t have to be complicated or overwhelming. With intentionality and a clear framework, it can be a powerful tool to strengthen your nonprofit’s leadership, ensure sustainability, and support your mission far into the future. Start simple, keep it active, and revisit it regularly as your organization evolves.
If you are unsure of where to begin or need support, we’re happy to share resources to get you started. For more information, reach out to Jane Baxter Lynn at jbl@jblstrategies.com.