Best practices for nonprofit succession planning are beginning to include the use of electronic tools such as a secure board portal for board director recruitment collecting resumes and for use in collaboration for board succession planning committee work.
Nonprofit board chair succession planning.
Officer succession is only part of board succession planning.
This is why board chair succession planning as well as the identification and nurturing of promising board members should be a priority and an ongoing activity for every board.
Assess what vacancies your nonprofit succession plan will address.
Many nonprofit boards find it helpful and expedient to delegate the responsibility for succession planning to a board development.
The board chair is responsible for leading the board in the oversight thinking and support that are critical to good governance and organizational success.
Recruiting and maintaining effective leadership at the top is a major part of the board s fiduciary responsibilities.
In profiling candidates for vacancies it is an opportune time to consider along with experience and personality other aspects such as gender age culture and to the extent.
The treasurer keeps the board on top of the finances.
This position provides for automatic succession when the term of the chair is up.
Some boards also have a chair elect who is a chair in waiting.
The succession planning process comprises the following key steps.
Board directors are responsible to ensure the long term sustainability of the organization.
Succession planning for the board chair position this content is available exclusively to boardsource members.
A board portal system offers a secure platform for board work that ensures confidentiality.
The vice chair fills in when the chair is not able to carry out the duties.
We offer membership and partnership programs for those working in or with nonprofits.
Nonprofits that are serious about their own sustainability will also be serious about planning for smooth and thoughtful transitions of leadership as well as making sure their nonprofit is prepared for unexpected departures.
Getting the right people is fundamental to excellence in board performance.
Align an internal vision for your nonprofit succession plan.
Outline the executive search phase of your nonprofit succession plan.
Unfortunately according to boardsource s research only 27 percent of nonprofits surveyed reported that they had a written succession plan in place.
Keeping them engaged is essential for good leadership but only 1 in 5 ceos surveyed by boardsource strongly agree a majority of their board members are engaged.
And effective board leadership matters more than many think as noted by asae and referenced by social venture partners in succession planning for the non profit board chair.
