Leadership Transition Guidance

Leadership transitions are among the most uncertain and turbulent times for any organization. They surface questions about identity, direction, and trust. They test the strength of your systems, culture, and board. And, they happen at a moment when your team is already navigating significant change.

Yet, these transitions also present profound opportunities for an organization to honestly assess what’s working, reimagine what’s possible, and build a foundation that supports the incoming leadership, future organizational outcomes, and the impact within your communities.

Why this work matters

Rates of burnout among nonprofit leaders are at an all-time high. Leaders of color and leaders with multiply marginalized identities, such as disabled leaders, experience burnout at even higher rates than their peers. Too often, transitions happen reactively in the wake of a departure that wasn't fully anticipated, without the systems or support in place to keep the organization stable and on mission amidst the transition. We provide the accompaniment, structure, and strategic support to make a successful transition possible.

Our process

Our leadership transition process unfolds across nine structured sessions. We utilize a restorative approach of building trust, care, authenticity, and accountability throughout all of our processes. In this way, we work through your highest-priority areas systematically — keeping progress visible, surfacing resistance early, and making sure your board is prepared to support the transition every step of the way.

Below is our typical process, however, we do tailor our process to meet your organization’s unique situation.

Review of organizational documents

Prior to our first session, we review your strategic plan, mission, vision, and annual priorities alongside current roles and responsibilities. This gives us the opportunity to understand the existing framework prior to partnering alongside incoming and/or outgoing board chairs or executive leaders.

Session 1 — Goal setting (1.5 hours)

Together we define what success looks like for this transition across six dimensions: financial health and fundraising, staffing, programs, external communications, culture, and board governance. Then, we define what goals might make sense within a given timeline that puts you on the path toward your version of success.

Session 2 — Role clarity (1 hour)

We determine what role the outgoing executive director or board chair had beyond their specified job description and if those responsibilities can be delegated or integrated into the incoming executive leader’s role. We outline what role the outgoing leader will have, if any, and construct clear guidelines around their role. We do this to avoid unnecessary ambiguity and to honor and protect the incoming leader’s agency while benefitting from the previous leader’s wisdom, community connections, and donor relationships.

Session 3 — Individual meetings (1 hour with each leader)

For any organization that still has the outgoing leader involved, we meet with each leader one on one to surface any concerns, areas of confusion, needs, or goals that may have been unaddressed in the transition planning process so far.

Session 4 — Implementation & communication timelines (2 hours)

Following these meetings, we address any area of disagreement and facilitate cohesion. Then, with the executive leadership involved in the transition process, we map out a timeline and implementation plan for your highest-priority or most complex area of concern. We develop a communications plan and timeline for this focus area and conclude with clear action steps.

Session 5 — Focus area check-in (1 hour)

We check in on progress across the highest priority area raised during the previous session. We determine if the implementation and communications plans need to be adjusted to meet the needs of the organization as a whole. We troubleshoot any friction points.

Session 6 — Staff engagement (30 min each with 2-4 staff members)

We interact with staff members at various levels of the organization to get the pulse of how the teams are experiencing the transition and offer them an opportunity to voice concerns, ideas, or goals.

Session 7 — Integrate staff voice (1.5 hours)

We then take the summarized results from staff engagement conversations back to the leadership team to determine ways to integrate their voice and shape direction within the organizational transition process. We prepare to present a report to the board of directors regarding the implementation and communications plan, staff additions, and an update on the most complex area of the transition that was identified in Session 4.

Session 8 — Prepare the board (1.5 hours)

We present the emerging communications and implementation plan to the board and surface any resistance or unresolved issues. We solicit board feedback and ensure they feel included in a meaningful way at major decision points.

Session 9 — Conclude (1 hour)

We summarize the full process, draft external communications around the leadership transition, anticipate concerns from stakeholders and the public, and position the change as an opportunity for growth and renewed partnership.