The loss of a CEO or executive director can be crippling, if not planned for properly, but it doesn't have to be that way. It is a rare leader who wants to see the organization into which he or she has invested heart and soul falter or fail. Sure, a long-time leader might hope that "they'll miss me when I'm gone," but good leaders don't want to see all of their hard work go for naught. Take advantage of that sentiment, and the board's desire for a smooth transition, and develop a succession plan that builds upon the successes of the current leadership and allows you to face the future with confidence.
In the case of CEO or executive director who may be looking out a year or more to his/her departure, consider whether one of the essential elements of the plan might be a strategic planning process. We're not talking about a 5-year plan here. Rather, we suggest that the board consider a two-year plan that might take a few months, not a few years, to develop. Essential in this process is a vision that the current board and staff can share—a vision that can guide the organization no matter who is at the helm.
Consider the advantages of being able to ensure that staff is clear on direction and not waiting around to get guidance from the new staff leader. Consider how helpful it will be in recruiting a new CEO or executive director to be able to clearly articulate the organization's future direction. And while some boards of directors can feel like they are drifting during a transition, or will even remark that "we lost a year," a board and staff with a shared vision and a clear strategic direction should be able to move ahead with purpose.
Sure, this approach won't work for every organization, nor would it make sense to say to a candidate for the job that "we've got everything charted out for the next 3-5 years." However, it is a rare organization, and a rare board, that is so lacking in vision that they would hire someone and say: "Tell us where we should be heading." The board owns the vision. The CEO or executive director owns the work plan to achieve it.
Board members, be sure that you are clear on your vision for the future and the strategic priorities that will help you get there. That shared sense of direction will help you determine the kind of leader you'll need in the future, continue the good work of your current staff leader, and give your staff a sense of purpose that will carry them through the transition.
Starboard has more information on strategic planning and on leadership transitions on our web site. Look for the Strategic Planning and Leadership Transition tabs or call us at (207) 992-4400
