Does your not-for-profit have a succession plan? Many delay this, risking operational disruptions. A well-structured plan ensures continuity, preserves institutional knowledge, and maintains stakeholder confidence.
Identify and mentor future leaders early to build a leadership pipeline. Encourage cross-training and gradually delegate responsibilities.
Prepare for unexpected departures by documenting key roles, workflows, and contingency leadership plans. Ensure essential functions can continue without disruption.
Please select this link to read the complete article from OSAP Mission Partner Clark Schaefer Hackett.