Succession planning is a critical component of nonprofit health, mission effectiveness, and transition readiness.
The lack of organizations with a succession plan or an emergency succession plan, combined with the large percentage of nonprofit leaders reporting frail, operationally and financially challenged organizations suggests not only that they are unprepared for transitions, but that it is time to shift our focus to a more holistic planning framework focused on sustainability.
Succession Planning is for organizations planning for the longer term and ensuring that when executive transitions become inevitable, the organization is prepared. The topic of succession is often taboo and discussing departures is not easy, but avoiding this planning comes at a great cost, leaving the organization unprepared for an executive transition. TSNE will conduct an assessment to identify the weaknesses or gaps and prioritize processes and procedures for development. We will work with your nonprofit to make sure that staff of all levels is aligned to the organization’s long-term strategic vision, ensuring the sustainability of the organization. This will also help your organization identify future leadership needs, assess organizational talent, and set you up for success, leaving your organization on solid footing for future departures and transitions.
TSNE guides your organization through the essential phases of sustainability planning including:
- Purpose and culture. Validate a shared understanding of mission, vision, values, and strategy.
- Strategic leadership development. Identifies opportunities for shared leadership among staff, engages the board in strengthening their governance role, and develops plans for professional development and training.
- Operations assessment. Review operations to identify weaknesses or gaps and prioritize processes and procedures for development.
- Strengthening partnerships. Map your external stakeholder environment and identify key relationships to optimize.
- Determine revenue strategies for current and projected capacity that support the mission and vision of the organization.
- Identifying future leadership needs. Transitions are also the best opportunity to ensure alignment about where the organization is going, what type of skills are needed for an executive to succeed and what type of person will best lead it.