So, Your Nonprofit’s Executive Director is Leaving… Now What?

So, your nonprofit’s executive director unexpectedly turned in her resignation letter, and you as a board member are thinking - “Well, crap! Now what?”

First, don’t panic! For better or worse, one thing is for certain - your nonprofit's leader will not be there forever. And, at your organization, now is the time to start doing the deep work to make sure you have a smooth executive transition when your leader leaves.

SPECIAL NOTE: This article should in no way replace the work that needs to be done as part of a succession plan. If you are anticipating an executive transition in the future, contact us about Executive Transition Services!

Here are 5 Things to Consider for a Successful Nonprofit Executive Transition

First, Don’t panic! SLOW DOWN.

As a Nonprofit Executive Search Firm, we often get panicked emails from board members saying “Our ED just let us know they are leaving and we need to replace her ASAP. We need a new ED ASAP! Can you help us find someone?” The good news is, we are here to help!

Yes, it’s one of your greatest responsibilities as a nonprofit board member to ensure you have the right leader in place to achieve your organization’s mission and strive toward your vision. As nonprofit professionals working with organizations and serving on boards, we understand this responsibility and the weight it carries.

But, our advice to you is to slow down and make good, informed decisions. The work of understanding your current organizational strengths, opportunities, and needs and then establishing a profile for the right next leader takes time, work, and expertise.

And then you still need to go out and find the person (hopefully by using a skilled nonprofit executive recruiter like us). Now more than ever, it’s important to take the time and do the work to make sure you have the right next leader - not just a person!

Review any transition plan or succession plan you already have in place.

Do you already have a succession plan or transition plan? Often there is work that has been done at nonprofits - a succession plan, a transition plan, or even a dedicated part of a strategic plan - that outlines and sets the course in the case of your nonprofit leader’s departure. Sometimes, for better or worse, these get left on the shelf.

If your organization already has a plan on how to approach your leader’s departure, make sure you are reviewing it to see if it’s still applicable.

Establish a {REALISTIC} timeline.

We know, you probably want your new leader in place by… yesterday. But, we want to make sure you’re not rushing to get “a person” in place. We want to ensure you’re getting THE BEST LEADER in place so you can be set up for success to move your organization forward!

A couple of months between your current leader turning in her resignation letter and your next leader starting is probably NOT a realistic timeline if you want to handle things the right way!

Think more like six months to a year (or longer and placing an interim leader).

If you rush the timeline, you are at great risk of getting the wrong person in the role and having to do the entire process of hiring your organization’s leader all over again.

A nonprofit executive transition timeline typically includes:

1. Transitioning out the current leader

2. Placing interim leadership

3. Conducting an organizational assessment to identify needs

4. Establishing a search committee and nonprofit executive recruitment plan (including hiring a search firm or consultant)

5. Carrying out your search, selection, and hiring

6. Onboarding your nonprofit’s next leader

I would also encourage that - before you set a timeline yourselves - you consult an external search firm or consultant who is an expert at guiding and leading the process of a nonprofit or association’s executive transition.

Assess your organization’s needs first!

One of the greatest mistakes you can make is to quickly replace your nonprofit’s leader with who you think you want - without truly understanding what your organization needs!

Before you start posting the role, consider taking an outside, objective approach to understanding your organization’s current position as it relates to your mission and the vision for the future.

At Talbott Talent, we do this at the beginning of an Executive Transition kickoff through stakeholder surveys and interviews, board focus groups, key staff interviews, and organizational documentation reviews.

BEFORE you start running around trying to find someone! You need to know “who that someone you need to find” is!

Consider questions like the following:

• Where do you want your organization to be in the next 2 years?

• What internal and external factors might inhibit your next leader’s ability to reach your mission?

• What core qualities and strengths should your next leader have?

• What are key achievements you’d like to see from your next leader in the next 6 months? 2 years?

• What skills and competencies should your next leader have?

We highly recommend you work with an experienced nonprofit consultant or search firm to not only ensure you have an objective, outside perspective, but you stay on track. Managing a Nonprofit CEO Search is complex and requires not only nonprofit expertise, but hiring and search skills and recruitment finesse!

Consider hiring a nonprofit executive recruiting firm or nonprofit consultant to help.

The process of managing a nonprofit executive transition and recruiting your next leader is complex and takes time, expertise, and organizational resources. Not only will hiring a recruiting firm (like Talbott Talent) give you access to an exhaustive network of passive candidates, but it will ensure that someone external and impartial is screening the candidates.

Before the recruitment process starts, an executive search firm will perform an interview with stakeholders to determine what an organization’s culture is like and what the true needs of the next leader should be. We compile this information into a marketing piece called a “Position Profile” that we use to attract candidates (including passive candidates) to your role.

At Talbott Talent, our team of nonprofit and HR experts comes alongside your organization and stakeholders to support you throughout your entire executive transition process. With decades of nonprofit hiring, leadership development, and CEO recruitment experience, we know you can depend on us.

With our premier Executive Transition Services, we’ll partner with your organization to ensure that your leadership transition goes more than smoothly - that your organization flourishes! We’ll ensure your organization has the next leader it needs to achieve its mission and become a more impactful organization in the future.