Setting Up New Nonprofit Leaders for Long-Term Success
A business leader delivers a presentation on budgeting, using a whiteboard and visual charts to explain key concepts.
Over the course of my career in the nonprofit sector, I’ve experienced four senior leadership transitions at the Secretary and CEO level. I played a lead role in preparing for two of them, and now support clients navigating the complexities of leadership change at their organizations.
One thing has become clear to me: A smooth handoff is about far more than passing over an org chart and a staff directory.
If you want a new leader to truly hit the ground running, you have to think beyond basic onboarding. Effective leadership transitions require communicating your organization’s story, relationships, context, and culture.
Here are a few foundational elements to successful senior leadership transitions:
CULTURE ACCLIMATION
Like civilizations, every organization has its own culture, including unique language, traditions, and ways of working. Helping new leaders understand how to communicate and fit in with their new colleagues will make it more likely that they and their new ideas will be welcomed.
STRAIGHT TALK
Everyone wants to impress the new boss and highlight all the exciting things already in motion. But it's just as important to give them a clear view of what’s not working and where their leadership can have the greatest impact. Being candid about risks, gaps, and needs will build trust and save time by avoiding the kind of surprises that can blindside new leadership and slow down progress. Fresh eyes on longstanding challenges are a good thing!
OPPORTUNITIES FOR WINS
Being the new kid in school can be a drag—even when you’re the boss. One thing you can do to build goodwill and set your new leader up for success is to hand them a few easy wins. Make a list of small victories that your incoming leader can get to the finish line and take credit for. Bonus points if it's something that acknowledges staff wants and needs. Giving your leader a chance to show they can make decisions that make a difference will be helpful in the future when harder choices loom large.
And finally, if your organization is welcoming a new leader, there’s a mindset shift required on your part, too. Be open to fresh ideas, willing to let go of the way things have always been done, and ready to lean into change. If you want to thrive under new leadership, demonstrate how you can contribute and be part of what’s next. From experience, I can tell you that leadership transitions often open unexpected doors. The best way to move forward is to get on board and be ready for the journey ahead.
