The Importance of Leadership Transition Support After a Nonprofit Search

As a licensed clinical social worker with over 40 years of practice experience, I bring a unique perspective to the executive search process as a senior search advisor for The Moran Company. Combining my experience as a nonprofit CEO for 27 years and as a mental health professional, I am interested in the mental and emotional strain an executive in the nonprofit world commonly experiences in this unique role. The strength of a nonprofit often depends on the strength of its leader, and steps should be taken to support that individual’s overall well-being and success.

At The Moran Company, we understand how critical this support is – particularly for the newly hired nonprofit executive. As a new member of the team made up of board members and staff, the new executive makes up what I call one leg of the 3-legged stool. The board and staff make up two of the three legs, and the new leader stands alone as the third leg. At times, it can be a bit isolating. The transition into a new leadership role almost always has unexpected surprises and stress for the new executive.

The Moran Company knows this can be a normal part of the experience for a nonprofit executive starting a new position. For this reason, we have continued developing an essential part of the post-hiring process that focuses on leadership transition support. Because the organization and its new executive are excited and anxious to get going, the post-hire support is often undervalued and overlooked. It is easy for any nonprofit and its newly secured executive to be so ready to hit the ground running that they overlook the importance of additional consulting support during this critical transition.

Yet as a mental health professional and as an experienced nonprofit CEO, I have observed both myself and my executive peers struggle at times with mental stress and uncertainty. Sometimes there may be a question of where and who to discuss issues the new leader faces in the execution of their duties. It may involve relationships with board members, staff, volunteers or funders with whom the new executive is only beginning to become acquainted. It may touch on issues which arise unfamiliar to the new executive. Any of these concerns left unaddressed can lead to insecurity, second-guessing of decisions, and potentially other complicating issues in the transition process.

This is why The Moran Company continues to support our nonprofit clients even after a successful hire is made. At the conclusion of each Executive Director/CEO search led by our firm, we offer:

1. An onboarding session with the new executive and board members. This meeting covers a detailed checklist of actions and recommendations to aid in a successful transition process.
2. Six monthly peer leadership groups for nonprofit Executive Directors or CEOs placed by The Moran Company. The newly placed executives are given a safe, confidential space to share ideas and discuss critical topics with an expert coach on our team after they begin employment. Outcomes have demonstrated the effectiveness of these groups in the post-hire phase for new nonprofit executives.

Contact us today if your organization needs assistance with recruiting the right leader – as well as ensuring a smooth transition. We are invested in your success and offer value-added guidance at all stages of our search process. For further reading on this topic, please see our previous articles: “Set New Nonprofit CEO Up for Success with a Transition Committee” and “How a Nonprofit Board Can Support a First-Time Executive Director” and “Mentoring Can Make All the Difference in Nonprofit Leadership”.

By Mike Brose
Senior Search Advisor
The Moran Company
“We Find Great Nonprofit Leaders”