The ABC’s of Nonprofit Succession PlanningFostering A Culture Of Leadership Continuity To Advance Your Mission

Sharon HoweKari DasherThe Third Sector Company, Inc.

Fostering A Continuity Of Leadership For The Nonprofit Sectors of the United States and Canada

Our Starting Place:The Succession Self-Assessment

What Is Your Current

Succession Planning Landscape?

SUCCESSION

PLANNING

PolicyStrategic

PlanHuman

Resource

Practices

The Five Routes To Succession Planning

A More In-DepthDiscussion About All Five

Assigned

Leadership

Contingency

Succession Planning

Assuring A Continuity of

Voluntary & Professional Leadership

To Sustain The Organization

And Safeguard Its Mission

Prepare For

Vacancies

Before They

Occur

Edify A Reputation

For A Great Place

To Work &

Volunteer

Build Human

Capital Along With

Financial Capital

Create A

Pipeline Of

Future Leaders

A COMMON UNDERSTANDINGThe Most Critical First Step

The Outcome

Procedures ForAssuring The Organization There Will Be Leadership

Continuity and A Defined Process

SuccessionPolicy

Policy

Creates

Culture

Permanent

Vacancies

Long-Term

Vacancies

Short-Term

Vacancies

Succession

Planning

GOAL:Foster

Leadership Continuity

GOAL:Establish

Structured Pathway Between Leaders

GOAL:Create

Opportunities For Individuals To Grow Skills

& Loyalty

Transition

Planning

Succession

Planning

Career

Planning

Position PersonOrganization

TOWARDS ACOMMON

UNDERSTANDING:

KNOW THE DIFFERENCE

Disaster Preparedness

and Relief

GOAL:

Helping The Client Weather An Unplanned

Departure Or Prepare For One

By Creating A Culture Of Safeguarding

Leadership Continuity

Agency

Inventory

Interim

Professionals

Position

Strategy and

Performance

Review

Board Pipeline

The Emergency or Contingency Approach

THE OUTCOMES:

People Know What Will Happen If A Position Is Vacated During The Year

The Successor Has Access To Critical Information To Get Started

Basic Human Resource ManagementThe ABC’s of Nonprofit Succession Planning

Nonprofit Leadership Requires Transparent , Accountable , and Participatory Processes

The Goals:

Protect The Organization From Liability

Set Performance StandardsFor The Human Capital Engaged With The Mission

Discuss Succession Regularly

Manage Attrition

Develop Skills and Build Organizational Loyalty

Conflict of Interest StatementsStaff and Volunteer Job Descriptions

Complete Personnel FilesStaff and Volunteer Development Program

Employee and Volunteer HandbooksAnnual Performance & Compensation Reviews

The Advantages Of An Interim

• On-Demand Leadership For Continuity Of Service• An Experienced Perspective On Current Conditions• Specialized Skills To Meet Immediate Need• Ample Time To Hire The “Right” Permanent• A Methodical Approach To Transition• Learning Opportunity For Nonprofit Best Practices• Public Relations Management 

SUCCESSION AS A

STRATEGIC ORGANIZATIONAL

CAPACITY-BUILDING OPPORTUNITY

The Steps

• Understanding The Attributes• Planning for Emergencies• Policy Development & Adherence• Good Human Resource Practices• A Resourced Strategic Plan

The Considerations

• Succession Planning & Interim Counsel• Executive Performance &

Compensation• Job Descriptions & Handbooks• Budgeting for Succession & Retention

The Realities• Yes, But …• Management of Emotions• A Change In Culture

The Final Step• A Leadership Recruitment, Retention &

Succession Work Group• Job assignments

SUCCESSION PLANNING IN ACTION The ABC’s Of Nonprofit Succession Planning

The Truth About Succession Planning

When your organization defines resource development as only money, you’ve neglected your responsibility to the most valuable and sustainable assets that you’ve got …

THE PEOPLE WHO BUILD EQUITY IN YOUR MISSION

The ABC’s of Successful Succession PlanningFostering A Culture Of Leadership Continuity To Advance A Mission

Sponsored By:The Third Sector Company, Inc.Irvine, California (562) 484-8281Seattle, Washington (206) 799-1942

thirdsectorcompany.com

Today’s Presenter:Sharon HoweKari Dasher