Assumed Succession for Nonprofits
It’s great if your organizational leader gives a 2, 3 or 6 month notice to your Board of Directors that she/he is moving on or retiring. A planned succession reduces stress on everyone and allows for a smoother transition of leadership. An “assumed” succession plan can work in your favor, or it might set the organization up for a rocky road.
“We have an assistant director (or VP), so we assume that person will take over if something happens to the executive director.” Is the Board in agreement on this? Does this method of succession make the most sense for your business or organization? Was the assistant director hired with the express purpose of taking the reins if needed, and do they have the right skills to do so? Does that person even want to be the top executive?
If this is the Board’s wishes, make sure it is spelled out in your Succession Plan Policy and Procedures and that the staff understands. It could be that half of the Board makes this assumption, while another portion of the Board does not, which can cause a rift and lead to a very awkward and bumpy (and potentially lengthy) transition. Board disagreements are healthy, but when assumptions are made without communicating it can become a crack in the organization.
Most nonprofits have a Board bylaws section, outlining the process to fill vacancies on the Board. It’s very important to review those sections of the bylaws regularly to ensure accuracy and that the bylaws reflect the Board’s desires.
The takeaways from assumptive succession:
- Don’t assume because ‘it was always done this way’ that the process is current or right for your company or organization
- Communicate and document the succession plan. Communicate with the Board and the chief executive and ensure it is in your written succession policy
Succession planning is one of the most vital functions of the Board of Directors. Spending agenda time on the topic and documenting the decisions and policies relieves organizational stress and can head off tumultuous transitions.
