Service Types

Whether a leader has been with you for five years or 25, their departure can feel sudden whether it’s anticipated or not. With a well-thought-out plan, you’ll know just what to do to guide your organization through a leadership change.

At its best, succession planning work is done well in advance of the pending departure of a chief executive, before the urgency of making a hiring decision impedes meaningful discussions. The most productive planning includes the perspectives of key stakeholders, the executive and staff, board of directors, community partners, volunteers, and donors.

And it includes evaluations of skills not only at the executive level but throughout the organization.  Together we create a succession plan that allows for thoughtful conversations around ways to sustain, grow, and/or adjust the strategic direction of your organization, how to employ strategic professional development now and make effective hiring decisions down the road.

Our approach:

• ‍Assess Leadership Capacity
  ‍We evaluate the strengths, competencies, and readiness of your current leadership team to understand bench strength and development needs.‍
• Plan for Leadership Transitions
  ‍We partner with boards and executives to create thoughtful succession plans that support continuity, strategic clarity, and long‑term leadership strength.‍
• Prepare for Planned and Unplanned Change
  ‍We help organizations prepare for both expected transitions and unexpected departures, including identifying when interim leadership may be part of a successful transition plan.‍
• Strengthen Trust and Confidence
  ‍We use succession planning to build trust between board and staff and reinforce confidence among stakeholders, funders, and the community

Succession planning will help you:

• Prepare for transitions, or for short and long-term absences of key leaders
• Strengthen your team in advance of a transition
• Establish or reaffirm staff and stakeholder confidence in the board’s leadership 
• Mitigate disruptions in programs delivery, community confidence, and staff morale 
• Demonstrate behaviors of a high-performing organization