What is your nonprofit’s approach to planning for leadership succession?
Nonprofit leaders share practical strategies for nonprofit collaboration, including trust-building, shared goals, technology use, and resource pooling to maximize impact and reduce redundancy.
Leadership transitions are inevitable, making a strong succession plan not just beneficial but critical for ensuring your nonprofit’s long-term stability and success.
When we recently asked the Blue Avocado community “What is your nonprofit’s approach to planning for leadership succession?“ — once again, nonprofit leaders came through!
Here’s a summary of some of the best answers we received:
Intentional Succession Planning Empowers Next Generation Leaders
At ValorUS (VALOR), our senior leadership team is undergoing consistent and long-term succession planning with our staff and other leadership.
We are doing this by intentionally integrating our other leaders into processes and projects as a way of exposing and building their knowledge, capacity and confidence in areas such administration, finance, board interactions etc.
We allow extra time and encourage questions, fostering many teachable moments and opportunities to see our thinking and to add their thoughts and ideas.
Our leadership team is growing and feeling empowered along the way. Their increased involvement creates a sense of investment and forsters strong organizational accountability.
— Sandra Henriquez from ValorUS
Proactive Nominating Committee Aligns Leadership with Strategy
Our nonprofit takes a proactive, structured approach to leadership succession.
We have a Nominating Committee that meets twice annually to conduct a gap analysis of board and leadership skills needed for the organization’s continued growth.
Based on this, we develop an executive slate each year, ensuring alignment with strategic priorities and governance needs. Officers serve three-year terms, which allows for both continuity and thoughtful transitions.
— Sharon McInroy from FCCDP
Proactive Mentoring Ensures Seamless Leadership Transitions
We’re pretty intentional about making sure leadership transitions go smoothly. It’s not just about having a plan on paper.
We try to build leadership into our day-to-day by mentoring folks internally and making sure knowledge is shared, not siloed.
If someone steps away, we don’t want to be scrambling. So we look at potential future leaders early, give them real responsibilities, and keep communication open across the board.
It’s more about being proactive than reactive. We also check in on our succession plan every so often to make sure it still makes sense as we grow and change.
— Paul Marengo from The DC LGBTQ+ Community Center
Note: The opinions and product/service recommendations expressed above are solely those of the participants and do not necessarily represent those of Blue Avocado. Submissions may be edited for length and clarity.
Your Voice Matters!
Help other nonprofits grow by sharing your knowledge and insights with a chance to be featured in the next Ask the Blue Avocado Community results.
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About the Author
Blue Avocado is an online magazine fueled by a monthly newsletter designed to provide practical, tactical tips and tools to nonprofit leaders. A small but mighty team of committed social sector leaders produces the publication, enlisting content from a wide range of practitioners, funders, and experts.
Articles on Blue Avocado do not provide legal representation or legal advice and should not be used as a substitute for advice or legal counsel. Blue Avocado provides space for the nonprofit sector to express new ideas. The opinions and views expressed in this article are solely those of the authors. They do not purport to reflect or imply the opinions or views of Blue Avocado, its publisher, or affiliated organizations. Blue Avocado, its publisher, and affiliated organizations are not liable for website visitors’ use of the content on Blue Avocado nor for visitors’ decisions about using the Blue Avocado website.