1. Plan for All Levels
It is common to have a succession plan for the most senior roles in an organization, but planning for all levels can be helpful. Start working out a plan for the most critical roles such as managers, fundraisers and bookkeepers
2. Cross Train
Consider training a backup person for critical tasks and roles. If there is a sudden departure, you’ll have someone who can step in temporarily and train a replacement. It also opens more opportunities for staff who want to grow in their current role.
3. Create a Handbook
Establish a resource that houses all the essential tools for your organization. Store information such as passwords, vendor contacts and files.
4. Have a Communications Plan
Think about how you will share the news of an exit for senior-level staff and donor-facing positions. Keeping community relationships strong throughout change is important, so be thoughtful about communicating the transition.
5. Consider Interim Leadership
Finding the right person to lead your organization can take time. To fill the gap, consider a short-term hire to fill the role. Tap into external resources to find an interim leader or look within your organization. A temporary leadership role can serve as a great stretch assignment for someone looking to advance their career.
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