Set your organization up for success
Are you thinking of retiring or moving on from your leadership role at your nonprofit organization?
Helping your organization through a leadership transition isn't as simple as updating the job description and launching a search committee. Done well, preparing your organization for this transition takes a few more steps – especially if you've been in your role as CEO or Executive Director for a long time.
Helping your organization through a leadership transition isn't as simple as updating the job description and launching a search committee. Done well, preparing your organization for this transition takes a few more steps – especially if you've been in your role as CEO or Executive Director for a long time.
Get ready
An organization is ready for a leadership transition, when the board and leadership have:
- A clear understanding of the strengths and challenges facing the organization
- A plan for addressing any major issues within the organization
- Agreement on what you are looking for in a new leader
- Consensus on the organization's short-term goals (6-18 months, depending on the timeline for the transition)
- A clear plan for managing the search and onboarding the new leader
Holistic transition planning
Grace Social Sector Consulting, LLC, will help you take a holistic approach that addresses all aspects of your transition.
It's bit like a mini strategic planning process that starts with an organizational assessment and includes gathering input from key stakeholders.
We will help you address the emotional aspects of the transition. Your board and staff may be used to a certain leadership style and may need to take some time to imagine other approaches. Some will have feelings of loss while others are excited for the future. And you, as the exiting CEO, may have some ambivalence about the process.
It's bit like a mini strategic planning process that starts with an organizational assessment and includes gathering input from key stakeholders.
We will help you address the emotional aspects of the transition. Your board and staff may be used to a certain leadership style and may need to take some time to imagine other approaches. Some will have feelings of loss while others are excited for the future. And you, as the exiting CEO, may have some ambivalence about the process.
How we partner with you
Grace Social Sector Consulting, LLC, will support you through the five phases of transition planning:
Gathering insights: We'll assess where your organization stands today and what the key organizational issues you need to address. This typically happens through a combination of stakeholder interviews, focus groups and/or surveys.
Imagining your future: We'll convene your key stakeholders to review the findings from our discovery process and consider what this means for your organization’s future direction.
Deciding on goals: We'll come to agreement on your goals for through the new leader’s first 6 to 9 months on the job; define what success will look like; and make adjustments to the CEO or ED role as needed.
Create your search and onboarding plan: We'll define the search committee’s charge, as well as setting up a transition committee to help onboard and support the new leader.
Kick off and onboarding: Once you have promoted or hired your new leader, we will facilitate kick off conversations with board and staff to define working agreements and set the new leader up for success.
Gathering insights: We'll assess where your organization stands today and what the key organizational issues you need to address. This typically happens through a combination of stakeholder interviews, focus groups and/or surveys.
Imagining your future: We'll convene your key stakeholders to review the findings from our discovery process and consider what this means for your organization’s future direction.
Deciding on goals: We'll come to agreement on your goals for through the new leader’s first 6 to 9 months on the job; define what success will look like; and make adjustments to the CEO or ED role as needed.
Create your search and onboarding plan: We'll define the search committee’s charge, as well as setting up a transition committee to help onboard and support the new leader.
Kick off and onboarding: Once you have promoted or hired your new leader, we will facilitate kick off conversations with board and staff to define working agreements and set the new leader up for success.