Transitions

State	MA	All
When are leaders leaving?	Less than 1 year 8.56% 1-2 years 21.41% 3-5 years 38.23% 6-10 years 21.41% 11 years or more 1.53% I do not think about leaving the organization 8.87%	Less than 1 year 8.65% 1-2 years 20.65% 3-5 years 34.49% 6-10 years 20.88% 11 years or more 2.77% I do not think about leaving the organization 12.57%
What would make leaders stay?	Feeling less burned-out 12.46% Fundraising supports in place 12.77% Stronger financial position 9.42% A higher-performing board of directors 13.07% A clear succession plan 8.51% Less turnover of staff 2.43% Fewer personnel issues 3.65% Higher pay/better benefits for self 10.64% Higher pay/better benefits for employees 5.78% Higher contribution to retirement fund 4.86% A new organizational, field or community challenge that could recapture your energy/focus 9.12% Other 6.99%	Feeling less burned-out 11.39% Fundraising supports in place 12.20% Stronger financial position 10.13% A higher-performing board of directors 14.04% A clear succession plan 7.02% Less turnover of staff 2.30% Fewer personnel issues 2.99% Higher pay/better benefits for self 11.62% Higher pay/better benefits for employees 7.71% Higher contribution to retirement fund 4.72% A new organizational, field or community challenge that could recapture your energy/focus 7.83% Other 7.83%
Succession plan?	Planned absence of leader 20.36% Unplanned absence of leader/emergency succession plan 21.88% Planned departure of leader 24.32% Unplanned departure of leader 14.59% We do not have any succession plans 61.09%	Planned absence of leader 22.32% Unplanned absence of leader/emergency succession plan 26.70% Planned departure of leader 24.05% Unplanned departure of leader 17.26% We do not have any succession plans 58.57%
Bench strength?	Yes 31.61% No 43.47% Somewhat 24.92%	Yes 31.65% No 43.73% Somewhat 24.63%
What should your org do when you leave?	Find an external successor to you 61.70% Promote a successor from within, assuming one exists 39.82% Consider a different management model (e.g., move to co-directors 12.77% Consider a strategic alliance with another organization 16.41% Other 6.99%	Find an external successor to you 59.61% Promote a successor from within, assuming one exists 37.17% Consider a different management model (e.g., move to co-directors 11.85% Consider a strategic alliance with another organization 20.02% Other 9.67%
Do you have an internal successor?	Yes 37.39% No 62.61%	Yes 35.79% No 64.21%
Transition supports needed? (Leader survey)	Career Path Training 58.77% Succession Plans 80.24% Sustainability Practices 81.46% Coaching 80.85% Paid Sabbaticals 61.70% Funds for Staff Development 87.53% Underwriting Research 57.14% Funding 80.67%	Career Path Training 57.19% Succession Plans 78.95% Sustainability Practices 82.05% Coaching 80.79% Paid Sabbaticals 58.91% Funds for Staff Development 86.31% Underwriting Research 58.23% Funding 81.60%
Transition supports needed? (Board survey)	Career Path Training 61.05% Succession Plans 80.00% Sustainability Practices 74.73% Coaching 72.64% Paid Sabbaticals 32.64% Funds for Staff Development 81.05% Underwriting Research 63.16% Funding 72.34%	Career Path Training 61.03% Succession Plans 79.16% Sustainability Practices 80.97% Coaching 77.94% Paid Sabbaticals 34.44% Funds for Staff Development 82.77% Underwriting Research 60.42% Funding 79.88%

Transitions

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