Succession planning for the board chair position this content is available exclusively to boardsource members.
Nonprofit board chair succession planning.
Getting the right people is fundamental to excellence in board performance.
Many nonprofit boards find it helpful and expedient to delegate the responsibility for succession planning to a board development.
Outline the executive search phase of your nonprofit succession plan.
The board chair is responsible for leading the board in the oversight thinking and support that are critical to good governance and organizational success.
This position provides for automatic succession when the term of the chair is up.
We offer membership and partnership programs for those working in or with nonprofits.
Begin cultivating internal talent for future transitions.
Officer succession is only part of board succession planning.
Keeping them engaged is essential for good leadership but only 1 in 5 ceos surveyed by boardsource strongly agree a majority of their board members are engaged.
In profiling candidates for vacancies it is an opportune time to consider along with experience and personality other aspects such as gender age culture and to the extent.
This is why board chair succession planning as well as the identification and nurturing of promising board members should be a priority and an ongoing activity for every board.
Succession planning can be the point in the tenure of a nonprofit board where new influences and ideas can bring positive change and progress the mission even farther.
Recruiting and maintaining effective leadership at the top is a major part of the board s fiduciary responsibilities.
The treasurer keeps the board on top of the finances.
And effective board leadership matters more than many think as noted by asae and referenced by social venture partners in succession planning for the non profit board chair.
The succession planning process comprises the following key steps.
Unfortunately according to boardsource s research only 27 percent of nonprofits surveyed reported that they had a written succession plan in place.
The vice chair fills in when the chair is not able to carry out the duties.
Best practices for nonprofit succession planning are beginning to include the use of electronic tools such as a secure board portal for board director recruitment collecting resumes and for use in collaboration for board succession planning committee work.
Nonprofits that are serious about their own sustainability will also be serious about planning for smooth and thoughtful transitions of leadership as well as making sure their nonprofit is prepared for unexpected departures.
Assess what vacancies your nonprofit succession plan will address.
Some boards also have a chair elect who is a chair in waiting.
Board directors are responsible to ensure the long term sustainability of the organization.
