Most non-profit organizations are familiar with the benefits of a strategic plan – the immediate benefit of mindful thinking about mission, goals and strategies, as well as the future benefit of having a well-thought out plan to refer to over time, and as circumstances change. However, according to BoardSource’s “Leading with Intent” report, only 27% of non-profits have a succession plan – meaning that they have not thought about or planned for their leader’s departure. Yet, every organization that lasts long enough will experience leadership transition – whether it is a planned departure or retirement, or an unexpected crisis.
Change can be very difficult for an organization’s staff, Board, funders and client community. Frequently, even a planned departure can cause confusion and turmoil on the Board, tension on the senior management team, concern on the part of key institutional donors, uncertainty and fear among rank and file staff. Careful and proactive planning and action is unlikely in that atmosphere. On the other hand, the existence of a well-thought out succession plan that lives alongside a strategic plan can reassure all stakeholders that the organization is ready to handle and adapt to change.
In addition, when an executive director leaves an organization, they usually have relationships, procedures, policies and institutional history that can be very difficult to transfer to new leadership. Without this information, the organization can falter – losing time and focus while the new leader “catches up.” Just as regular updates to a strategic plan keep an organization on track, an annual succession plan update ensures confidence in the organization’s ability to maintain direction and effectiveness through a transition.
How IEN Can Help
The Interim Executive Network provides non-profit organizations in metro DC with access to experienced interim non-profit executives. Our members have decades of experience in non-profit management; writing grants, generating reports, developing budgets, and drafting policies and procedures for every aspect of running a non-profit organization. We have managed difficult employees, unhappy clients, concerned community members and busy Board members.
In addition to day-to-day management, an interim executive director will typically review existing policies and practices and recommend best practices for management and staff. An interim executive director can also help the Board with recommendations for governance policies, report templates and financial procedures. In most cases, there is little, if any, budget impact when hiring an interim executive director. The non-profit’s budget already contains funds for the executive director’s salary, benefits and FICA contributions. Many professional interim executive directors will adjust their hours so that their fees fit into that budget line.
Please contact us if you would like to learn more about the Network or interim non-profit executives.
