Succession Planning for Nonprofit Leadership: Why You Need a Plan Before You Need One

In the nonprofit world, where mission and relationships drive everything, leadership transitions can be especially disruptive, or incredibly smooth, with the right planning. Yet, succession planning is often one of the most overlooked areas of governance and strategic management.

Many organizations assume that because they’re small or have long-tenured leaders, they don’t need a formal plan. But the reality is this: every nonprofit will face a leadership transition at some point. Whether it’s a planned retirement, an unexpected resignation, or even a temporary leave, your organization’s ability to respond with stability depends on how well you’ve prepared.

Why Succession Planning Matters

Continuity of mission and operations. A well-prepared plan ensures your programs continue and donor relationships remain strong, even during leadership changes.

Minimized risk. Leadership gaps can create confusion, lower staff morale, and lead to poor decision-making in times of crisis.

Stronger bench strength. When succession planning includes professional development for emerging leaders, your internal team becomes stronger and more confident.

Components of a Good Succession Plan

 Emergency Succession Protocols

• Identify who will step in on an interim basis and what the board’s immediate responsibilities are if the Executive Director unexpectedly leaves.

 Leadership Pipeline

• Invest in leadership training and mentorship to prepare staff for future roles.

 Board Involvement

• The board should not only approve the plan but be ready to lead the search and transition process when needed.

 Documentation

• Keep key operational knowledge documented—contacts, passwords, ongoing grant obligations—so that institutional memory doesn’t walk out the door.

 Regular Review

• Revisit and update your succession plan every couple of years or when major shifts happen within your organization.

If your organization doesn’t have a succession plan, don’t wait until you’re in a bind. Start the conversation now, with your executive director, your board, or your HR committee. It’s not about predicting the future, it’s about being ready for it.

Succession Planning Checklist

General Planning

___  Succession planning is part of our strategic and risk management discussions.

___  We have a written succession policy approved by the board.

___  The board reviews succession planning at least annually.

Emergency Planning

___  We have a documented plan for unexpected Executive Director absence.

___  An interim leadership structure is identified (e.g., senior staff, board member).

___  Contact lists, login credentials, and key deadlines (e.g., grants, reports) are accessible).

Planned Transition

___  The Executive Director has a clear, up-to-date job description.

___  A knowledge transfer plan is in place for outgoing leadership.

___  The board understands its role in executive recruitment and onboarding.

Leadership Development

___  Emerging internal leaders are identified and supported through training or mentorship.

___  Regular staff evaluations include growth and readiness discussions.

Documentation and Review

___  All succession plans are stored in an accessible, secure location.

___  Roles and responsibilities are documented.

___  Succession plans are reviewed and updated every 1-2 years or after a major leadership change.

Even small steps, like assigning an interim leader or documenting key Executive Director tasks, can make a big difference in how your organization weathers change.