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Future-Proof Your Organization: Succession Planning Essentials

  • marisa4131
  • 1 day ago
  • 2 min read

By Scott Sadler, Partner and Senior Strategist


A man in a blue suit climbs drawn stairs, briefcase in hand. A woman in orange draws the steps, suggesting ambition and progress.

Succession planning is essential to ensuring that your organization maintains stability and continuity through change. Leadership turnover is inevitable, and succession planning ensures you're ready, reducing stress and chaos when transitions occur. It's your job to have a clear plan, which signals stability to staff, donors, and partners.


Strong Plans Include:

  • Documentation: Keep your policies, procedures, contacts, and calendars updated.

  • Knowledge Transfer: Ensure board and staff can operate without the leader.

  • Organizational Identity: The organization must stand apart from any one leader.


Internal vs. External Succession

  • Assess internal readiness and invest in staff development.

  • If hiring externally, update the job description and consider a search firm.

  • Plan for onboarding, stakeholder introductions, and performance evaluations.


Staff Development = Retention Strategy

  • Use succession planning to identify growth paths and cross-train staff.

  • Align professional development with future leadership needs.

  • Cultivate mentorship and recognize emerging leaders early.


Embed DEIA

  • Promote inclusively and look beyond tenure and department.

  • Diversify search committees and interview panels.

  • Ensure equity in compensation, job descriptions, and promotion pathways.


Transition & Onboarding Requirements

  • Orientation plans, meeting schedules, and stakeholder introductions.

  • Performance milestones at 3, 6, and 12 months.

  • Honor the legacy—but let the outgoing leader truly exit.


Pitfalls to Avoid

  • Waiting until a crisis to plan.

  • Settling for the wrong candidate or skipping a second search round.

  • Letting key relationships reside with one person.

  • Keeping succession planning a secret—transparency builds trust.


Keep the Plan Alive

  • Review and update every 6–12 months.

  • Treat succession planning as a living document, not a one-time task.


Succession planning isn’t just about leadership change. It’s about organizational resilience, staff empowerment, and mission continuity. Please reach out to us if you need help in planning for leadership transition or talent acquisition & management.

 
 
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