Human Resources

Leadership Staff Succession Plan – Template for Table of Contents

Intention of a succession plan:

• This is the official space to hear the voice of the current executive. This is especially
  important if there is a founder and/or long-time leader in the position. Since this person is
  not part of the hiring and selection process of the next leader, documenting their voice is
  paramount.
• This document intends to eliminate as many surprises as possible for the board and current staff at such a time that it is needed. Ideally, this plan stops a “rush to search” reaction.
• The plan is a high-level document that answers major questions about the first steps and
  major steps once a transition is announced.
• It serves as a reminder of items the team should think about well in advance of a transition
  including board stability, market competitiveness, and staff stability.
• The plan is a place to capture the current institutional knowledge, philosophy, culture,
  leadership development gaps, etc. This is not a plan to name an heir apparent.
• All the steps after this plan will be captured in a transition process led by the board for a
  new executive and led by the executive for all other staff.

Recommendations for completing a plan:

• This plan can be drafted by a small team including the current executive and board members or drafted by the executive in consultation with a facilitator.
• We recommend a process to that allows the board buy-in and feedback as it is their job to engage in an executive transition process not the current executive.
• The board should approve any plan about the executive.
• It is helpful to review this plan every few years or after significant changes in the board or organization
• For more information on the creation or implementation of this plan contact us.

Download the template for Table of Contents