Set New Nonprofit CEO Up for Success with a Transition Committee

Navigating a successful nonprofit executive search and ensuring a smooth leadership transition are two of the most challenging tasks a Board of Directors will ever face. They go hand-in-hand yet require distinct efforts. It is critical to invest time and resources into the recruitment of the right nonprofit Executive Director or CEO, and yet after that person is found, the Board’s work is not finished.

Just as the Board appointed a Search Committee to work closely with a nonprofit executive search firm like The Moran Company, the Board of Directors should also consider the creation of a comparable Transition Committee. Like the Search Committee, the Transition Committee should have a clear charter from the Board to plan and implement a series of transition strategies and actions that help ensure the long-term success of all parties involved. Members of the Transition Committee essentially become champions, listeners, and liaisons helping to connect the dots, align expectations, and set collective goals with the right resources in place.

Below are some key points to consider regarding the structure and role of the Transition Committee:

• The Transition Committee can consist of 3-5 members, including the current and incoming Board Chair. Additional members might include respected/engaged past Board Chairs, key staff member(s) and perhaps an emerging leader or professional member.
• The Transition Committee should create a plan of work that would extend up to the first 6 months of the new Executive Director or CEO’s tenure.
• The Transition Committee should have a clear understanding of their charge and have a unified sense of their “purpose, form and function” as a committee.
• The Transition Committee should begin meeting well before the completion of the search process. Planning and preparing for a smooth transition takes time and deliberation, and members of the Committee should have a clear sense of the time and energy required.
• The Transition Committee should routinely report to the Board of Directors on their activities. Frequently updating the Board on the work of the Transition Committee helps keep the importance of a successful transition top of mind.
• Internal and external communications regarding the new CEO transition should be a key focus of the Transition Committee.

Depending on the organization, the scope of the work of the Transition Committee can be broad and comprehensive.

Here are just a few topics the Transition Committee can discuss and incorporate into their work:

1. Internal/External Communications – Keeping staff, donors, clients and key partners informed throughout the search and transition period is vitally important. Specific communication plans should be developed to keep all parties informed during this period of change. Keep in mind the importance of local media and social media audiences.
2. Relationships – External relationships with key partners, donors or funders are critically important during an executive leadership change. Strategizing ways to introduce the new executive leader can go a long way in maintaining and possibly building on important relationships. Keep in mind that former Board leaders can serve a valuable role in helping provide the new executive leader with a historical perspective of the organization. Equally important are facilitating ways the new executive leader can build relationships with members of the staff.
3. Events that Honor the Past and Welcome the Future – Events such as staff meetings, retirement parties, or welcome receptions serve an important purpose. They present an opportunity to sincerely thank the outgoing executive for their contributions and also serve as a clear “line of demarcation” from the old administration to the new.
4. Routine “Check-ins” with the New Executive – Create regular opportunities to communicate with the new leader on issues from his or her perspective. It lets the new CEO or Executive Director feel supported. If he or she recently relocated, be sure to ask how that adjustment is going. Issues such as family transition, housing, navigating the community, schools, and social connections will be important for members of the Transition Committee. Ensuring the new leader’s family is making a smooth entry into the community can be critical to the long-term success of the new leader and the organization.

In closing, searching for and selecting a new executive leader can be a time-consuming process for volunteer Board members. It’s only natural that – when a final decision is made – they tend to breathe a sigh of relief and return their focus to other issues. After all, the huge task of hiring the right person has been accomplished! Yet the final and equally important task remains to ensure that person will stay and be successful.

At The Moran Company, our experienced Search Consultants know first-hand the importance of devoting valuable time and energy to the smooth transition of the new executive to the organization and the community. Investing in the formation of a Transition Committee and following some of the suggestions above can help ensure your new Executive Director or CEO feels welcome and valued and is ready to make long-term contributions to your nonprofit organization. Read more about onboarding and contact us today if we can assist your organization with its next nonprofit executive search.

By Jon Rosell, Ph.D.
Senior Search Consultant
The Moran Company
“We Find Great Nonprofit Executives”