A change of the top leadership (CEO/President, Executive Director, or perhaps a Executive Vice President) is naturally accompanied by changes in the organization. These changes are the result of new organizational dynamics created by the introduction of new ideas, different ways of thinking, contrasting leadership styles and operational transitions. However, the inevitability of a leadership transition fostering new organizational dynamics or change is not always obvious to the Board, staff or key stakeholders. How can Boards better anticipate, and prepare for this vulnerable time for the organization as everyone adjusts to the new circumstances? What are the most critical opportunities and outcomes that might be the ideal results of this leadership transition?
Successful transitions share three common traits. First, the organization’s leadership understand that transitions result in change and they are mindful of the changes that should be made at this stage in the organization’s lifecycle. Second, everyone involved in the process (Board, staff, key stakeholders) are in alignment regarding expectations for the process and ultimately expectations for the new incumbent. Finally, there is a concerted effort to make processes transparent and focus on effective communication to all constituencies.
Defining the right process for a specific leadership transition begins with the end in mindWhat is the ideal outcome of this process? How do key constituencies (Board, donors, stakeholders, staff, and volunteers) want to be involved? Are all the key players clear on the timeline, organizational investment and resources required to mount a search and the related transition activities? Have the Board and staff talked about transition planning, roles, expectations and responsibilities – before, during and after the search? Given your organizations goals, plans and culture what are the key skills and attributes required in the next CEO to assure the continued growth and development of this organization?
Based on the outcome of these conversations your institution will be provided with a custom process to create a successful leadership transition.
Raylene was instrumental in helping Museo de las Americas Board of Directors craft and keep a strong strategic focus, aligned with the Museo’s mission and vision, throughout the search for Museo’s new Executive Director. Raylene has expert nonprofit organizational knowledge coupled with excellent communications and group process skills. She was an invaluable asset to Museo in its transition to new staff leadership.
Jane Hansberry
Former Interim Executive Director
Museo de las Americas