Roots & Rivers recently had the privilege of sponsoringThe Succession Crisis: Is the Nonprofit Sector Prepared? panel at the 2024 CharityVillage Conference & Awards. The panel convened experts to explore succession planning trends and challenges, underscoring a pivotal moment for nonprofit, social purpose, and public service organizations.
As highlighted in Catalyst for Change: A Roadmap to a Stronger Charitable Sector, a 2019 report by the Special Senate Committee on the Charitable Sector, our sector is vulnerable to a significant leadership shift as Baby Boomers retire. This transition, already anticipated, has been accelerated by the pandemic which prompted many leaders to step away or take early retirement. Now more than ever, succession planning is not just a priority—it is a necessity for organizational resilience.
Insights on Succession Planning from the Panel
The panel offered valuable perspectives on the realities of succession planning and the opportunities it presents for the sector. Here are some insights that stood out to our team:
Emma Asiedu-Akrofi, CEO of Fora: Network for Change, highlighted the importance of preparing youth for leadership. Programs like Fora's Rise on Boards are crucial for building the "connective tissue" needed to bridge current leaders with the next generation. Emma also emphasized that succession planning should be integrated into strategic planning processes.
Nick Chambers, a Partner at Boyden, addressed the complexities of seeking leaders who reflect the communities organization's serve. He acknowledged the "curse of the first," where leaders from historically excluded communities face the dual challenge of fulfilling the explicit responsibilities of their roles and addressing underlying systemic inequities within organizations.
Dave Hutchinson, President of Cause Leadership Inc., shed light on the lack of Generation X leadership in the social purpose sector. He stressed the need to nurture Millennial and Gen Z talent to build a strong leadership pipeline for the future.
Succession Planning in Practice
At Roots & Rivers, our work with Canadian social purpose and public service organizations means we are witnessing this leadership transition firsthand. Increasingly, our strategic planning engagements include conversations around succession planning for executive directors and boards. These discussions are critical for ensuring continuity and preparing organizations to thrive under new leadership. To inspire reflection and action, here are some considerations for approaching succession planning thoughtfully:
Planting the Seed: Using Strategic Planning as a Launchpad
Strategic planning offers an ideal opportunity to look ahead and consider the future of leadership. Embedding succession planning into the strategic planning process means looking at leadership transition as part of the big-picture health of an organization. This can be a helpful way to start the discussion, rather than an approach that is focused on thinking about the departure of an individual leader.
The Role and the Relationships: Honoring Connections
Leadership changes in the social purpose and public services sectors carry a lot of emotional weight as a result of the deep relationships leaders form over time. Effective succession planning must honor these connections while building trust between outgoing and incoming leaders. Creating time and space for knowledge-sharing fosters continuity and respects the legacy of outgoing leaders.
Looking to the Future: Aligning Leadership with Mission
Succession planning goes beyond filling vacancies; it’s about aligning leadership with the organization’s mission, vision, and values. Strategic planning can create a framework to prepare new leaders or offer a chance for incoming leaders to shape the organization’s future through their active participation in planning processes.
Stability During Transitions: Sustaining Momentum
Leadership transitions can create uncertainty, but robust planning ensures that the organization continues to move forward. Succession planning identifies potential leaders, sets clear expectations, and provides a roadmap for smooth transitions, safeguarding the organization's mission and operations during times of change.
The Path Ahead
The insights shared during the panel by the speakers and other attendees coupled with our own experiences, affirm that succession planning is not just an operational need but a strategic imperative for social purpose and public service organizations. By preparing for leadership transitions in advance, organizations can build resilience, preserve institutional knowledge, and continue making meaningful impacts in their communities.
As the sector faces this critical leadership shift, we encourage leaders to prioritize succession planning as part of their strategic planning processes. By doing so, you can equip your organization to navigate change and seize the opportunities that lie ahead.
Looking for guidance on succession planning as part of strategic planning or as a standalone project? Roots & Rivers is here to help. Get in touch through connect@rootsandrivers.ca.