How to Make Your Nonprofit Last: Succession Planning 101

Read time: 4 Minutes

What happens if your nonprofit’s leader steps away tomorrow? 😳

Maybe that’s you. Maybe it’s someone else.

Either way – It’s one of those uncomfortable “deal with it later” scenarios…until later becomes now. Whether it’s a founder retiring, a staff departure, or something unexpected, leadership transitions happen, and it can seriously shake up a small nonprofit if there’s no plan in place.

A little preparation now can go a long way in protecting your team, your mission, and your momentum. Succession planning might not be the flashiest topic, but it’s one of the most important steps your nonprofit can take to protect its future.

In this week’s issue of Changemaker Mondays ☀️ ☕ 🌍, I’m sharing 3 practical steps to help your nonprofit start planning for the long haul (plus a video with real-world examples you can use).

Some of you know, I transitioned out of my role as Executive Director of the nonprofit I’d started over a decade prior last year (to focus on supporting more folks like you!). The organization is still thriving without me, and these things made a huge difference in ensuring that. Let’s dive in.

Build a strong foundation (before you need it)

Succession planning is about how prepared your organization is at any given moment for a leadership transition (whether in an emergency, or planned). That means keeping two things in good shape:

1. Your Documentation: Keep job / volunteer descriptions for your staff and board roles up to date. Review them at least once a year so you’re not scrambling when someone steps down. If you don’t already have one, start creating an operations manual that captures your organization’s key processes, systems, and logins.
2. Your Talent Pipeline: Look for leadership potential in your volunteers, staff, and even past job candidates. Keep resumes on file and offer regular professional development so people are ready to step up when the time comes.

Create the playbook your team needs

Did you know, only 29% of nonprofits have a succession plan in place? That’s no good.

Once your organization is in a strong operational place, it’s time to put a succession plan in writing. A formal succession plan gives your team a clear roadmap if a key leader steps down or something unexpected happens.

• Your nonprofit’s context: Think mission, values, org chart, and a short list of key partners or donors.
• Which roles the plan covers: Be specific. Is this just for the Executive Director role? Does it also include board roles or other key staff?
• Who’s in charge of making the plan happen: Name a committee or group and define their authority (for example, who has voting power to hire a new ED).
• What to look for in a new leader: Use your updated job description and consider adding a scoring rubric to prioritize skills your org needs right now.
• The recruitment process: Write out your step-by-step timeline, from opening the position to final interviews, so no one is guessing.
• A communication strategy: Outline how you'll notify donors, partners, and your community in a way that builds trust and continuity.

​
​Plan for unexpected leadership changes

Alluded to this before – but not all transitions come with advance notice. That’s why it’s smart to include a backup plan for what happens if your Executive Director (or another key leader) leaves suddenly.

Your contingency plan might cover:

• Who steps in short-term: Identify an interim leader (or how that person will be chosen). Is there someone on staff ready to fill in temporarily?
• What support they’ll need: Make sure your interim leader has access to passwords, contact lists, policies, and guidance to keep things running smoothly.
• How to bridge the gap: Revisit your recruitment process and timeline so the transition from interim to permanent feels seamless.

​

Here's my FULL walk-through video on this topic: ​
🎥 Make Your Nonprofit Last: Succession Planning for Nonprofits​
​
These moments can feel overwhelming, but having a clear plan gives your team the tools and confidence to keep moving forward without missing a beat.

Try it this week 🚀

Choose one small step to strengthen your nonprofit’s future:

• Update one key staff or board job description
• Start a shared doc to track recurring tasks or key processes
• Talk with your board about when (and how) to begin a succession plan

Future you and your team will thank you (trust me).

PS - Would nonprofits in your community benefit from a full training on succession planning? I offer a detailed workshop on it - Scroll down for info on this page and reach out to book this training! I'd love to share it at your conference or event. :)

3 more ways I can help you

1. I have lots of free content for you! Check out my library of 350+ educational videos on nonprofits, social entrepreneurship, fundraising, and more on my YouTube channel. If you like what I'm trying to do, help me reach more people like you - who want to make an impact - by subscribing to the channel and sharing it with a changemaker friend! 😁
   ​
2. Need extra support to build or grow a nonprofit or social enterprise? Check out my Changemaker Accelerator membership. Learn more and join.
   ​
3. Need a speaker or training workshop for your social impact event? I'm currently booking 2025-2026 speaking engagements -- check out my speaking and workshop opportunities to learn how I can help you make your event inspiring and actionable!