By Molly Hansen, Vice President, The Alford Group
“Please be our next board chair. Joe, Sarah, and Ben have all turned us down and Andrew doesn’t want to stay on for another term.”
Has this ever happened to you or in your organization? With thoughtful planning and leadership development you can create a reality where begging for board officers and committee leaders just doesn’t happen.
In a 2015 BoardSource survey, only 49% of nonprofit CEOs agreed that their organizations had an effective process in place for officer succession. CEOs often navigate (survive?) multiple chair transitions, and cited building a board leadership pipeline as being among the most important area for board improvement.
A recent Board Effect blog post cites the report Succession Planning for the Non-profit Board Chair that finds:
“Most organizations can survive the successful election to the Board of an individual or two whose group participation skills and leadership attributes are less than stellar, as other stronger members of the Board will generally neutralize any adverse consequences to the organization. However, placing Board members into the organization’s highest leadership positions is a much higher-stakes proposition. Persons in elected leadership positions with mediocre leadership skills will, at best, do no harm, but might cause the association to miss strategic advantageous opportunities. Persons with poor leadership skills may create organization dysfunctions that may take years from which to recover, if ever.” Continue reading