The document outlines essential steps for nonprofits to assure a smooth leadership succession, including creating a search committee, updating the job description, considering an interim executive director, developing a communication plan, conducting an organized search and screening process, and planning for an orientation and transition for the new leader that honors the outgoing leader. Proper planning and board involvement are emphasized to help the organization continue to thrive through times of leadership change.

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Surviving and Thriving during times of change
Instructor: Alene Valkanas
Session Three
Essential Steps to Assure Smooth Succession
NYS ARTS presents
ArtsForward Leadership Training
Webinar & Blog Series
This program is made possible with
support from American Express
Foundation and the New York State
Council on the Arts, a State Agency

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Essential Steps to Assure Smooth Succession
Remember:
 The organization belongs to the board
 Theirs is the Sacred Trust
 The board remains after the executive director
leaves

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Create a Board Search Committee and give it a charge!

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Responsibilities of a board search
committee
• Determine timeline
• Develop job description
• Engage full board
• Hire search agents
• Hire interim executive director
• Regularly report to board
• Recruit candidates
• Screen/Select
• Present finalist/s to the Board

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Update the job description

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Consider an Interim Executive Director

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It’s your first day on the job What do you
do?
1. Take a tour of the facility
2. Meet individually with staff and ask “big picture” questions
3. One-on-one meetings with key board members
4. Schedule organization’s events on calendar
5. Review hard copy files
6. Review computer desktop files
7. Fill our necessary paper work on appointment
8. Review rolodex or contacts database
9. Make a list of questions and who to ask
10. LISTEN

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Use of outside assistance
Should you use a consultant?
What can a search firm do?
Help articulate key competencies and profile of ideal candidate
Work with committee in preparing job description
Post job offering on Internet and print sites
Receive and acknowledge all applications
Filter the applications
Conduct preliminary interviews
Provide written assessments of leading candidates
Support committee in making final selections
Check references
Conduct contract negotiations
Inform other candidates that position is filled

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Communication Plan

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Conducting the Search

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Recruitment

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Screening

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Selection and Negotiation

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Role of the staff

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The Transition – Honoring Outgoing Leader
•Public announcement
•Special events
•Opportunity to say good-by

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Orienting New Leader
•Introduction to board and key
stakeholders
•Introduction to community
•Carefully planned meetings

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Nuts & Bolts Departure Planning
continued…
1. Identify the agency’s broad strategic directions in next 3 to 5
years
2. Solidify the management team in light of the agency
vulnerabilities and skills
3. Build the board’s leadership abilities
4. Back up key executive relationships
5. Put finances in order
6. Build financial reserves
7. Agree on the parameters of ED’s emeritus role if one is set
8. Set the executive search strategy. Decide whether or not to use
an executive recruiter.

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Founder Transition
 Ideal notice and timetable
 Impact of founder on branding and fundraising
 “Who are we and what do we wish to preserve?”
 Search process
 Importance of stability
 Communication Plan
 Avoid comparisons
 Overlap with successor
 Rituals
 Maintain history

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“To make an ending is to make a
beginning. The end is where we
start from.”
- T.S. Eliot