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Transition Assistance
Change is certain. Will your
organization merely live through it, adequately
manage it, or thrive because of it?
As baby-boomers retire in greater numbers, more than
15% of all nonprofits should expect to see
transitions in their senior management ranks this
year. This will create vacuums of leaderships
at every level of every organization across the
sector. Those organizations that prepare for
these transitions will not only live through them,
but come out thriving because of them.
Utilizing networks and knowledge gained during
your executive search
A
well-constructed executive search begins with an
assessment of both your organization's internal
landscape and external competitive environment.
It includes a survey of your board, staff,
constituents, funders, and other community
stakeholders, and provides a complete assessment
though lengthy interviews and in-depth references of
your ultimate hire's strengths and weaknesses.
Not using this information as you plan for that
hire's transition reduces the value of the
investment in its own future that your organization
has just made.
Understanding that the
hire date isn't the end of the search, but the
beginning of a long relationship
Savvy nonprofits know that the hard work begins once
the search ends. We encourage our clients to
sit down with their hires six weeks into the hire's
tenure -- once the hire has been on the ground long
enough to truly assess the opportunities and
challenges facing the organization -- and together
draft shared expectations, goals, and
responsibilities. Our consultants work with
the search committee/board and the new staff member
in joint facilitation and separate coaching sessions
to ensure that these conversations yield more
fruitful results than they would if had on their
own.
Explore our
Leadership Transition Tool |
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