Transition in Leadership

by Regina Fox, SSND

Frances Hesselbein, board chair of the Peter F. Drucker Foundation, offers some tips for agencies experiencing a transition in leadership.

Leadership transition is a vital process for all leaders of an agency. This process is ongoing; it begins before an outgoing leader leaves and continues well after a new leader is in place. Transition presents a unique opportunity for the organization to move forward with a clearer sense of the strengths, challenges, and changes the agency needs to address.

When leaders believe it is the best time for the nonprofit’s future and for their own, they plan, communicate, and manage the leadership transition. There are four phases of leadership transition:

Defining a vision. The board appointed search committee with key staff input outlines the vision for the nonprofit and the major challenges of the next five to 10 years. Defining this vision will help clarify the qualities needed in the new executive director. Celebrating the future, not perpetuating the past, is the heart of all communication.
Building a search infrastructure. It is important to design and manage the search process. Clearly articulating the agency’s goals can bring insight into the leadership skills needed in the new executive director.
Delegating authority. The board designates the responsibility of the search to a selection committee and/or search firm. Board, staff members and key constituents are invited to submit nominations for the search. It is critical for the board to agree on the selection process: how many candidates will be come to the board for the final interview? who will make the final decision? who will negotiate the contract?
Conducting the search. The search committee needs to agree on the ways it will work: to cast a wide net or to concentrate on certain fields; define timetables and deadlines; determine the number of final candidates to interview, where and when they’ll be interviewed. Confidentiality is vital to the recruitment process.

These four stages provide an order in what can be a stressful event. Not all executive directors’ leavings are planned or voluntary. In these instances, a graceful separation can relieve some of the agency’s anxiety during a transition. Creating a seamless, productive, unifying experience can help the process be a success for the new executive director as well as for the nonprofit.

This article appeared in NONPROFIT RESOURCES, a bi-monthly newsletter published by Sister Regina Fox, SSND, a nonprofit consultant and facilitator. If you would like to be added to the mailing list, call/fax or e-mail the numbers listed.

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