5 Reasons You Probably Don’t Have a Succession Plan


  1. You just aren’t doing it. That slight look of panic and exasperated eye roll don’t count.
  2. Everybody is waiting on someone else to start it. The CEO is waiting on HR. The board is waiting on the CEO. HR is asking questions but no one is answering. Leadership staff are getting a little testy. Committed donors are grumbling.
  3. Ain’t nobody got time for that. We are running a business here, paying salaries and changing the world. We are already working more hours than we should. There’s no time for one. more. plan.
  4. It’s both deceptively easy and so so hard. A quick Google search turns up checklists and templates, a paralyzing number of possibilities. But where do you start? How does it really happen? Who has time to do this??
  5. It hurts. We don’t want to talk about it, especially in front of our staff or our board. As staff and board, we don’t want to appear disloyal or greedy. We may be here precisely because of the person in the leadership role. Endings are hard and bringing it up feels like betrayal or picking a fight.

Organizations understand the need to have a plan, a strong leadership bench, and resources to ensure the future. But we all know that planning can be messy and intimidating.

Planning, if done well, can also offer growth and renewal for everyone on the team. Succession planning fails to get off the ground, not because isn’t important or because organization’s don’t need it. Succession planning is tough.

Working together, we are tougher.

Let’s talk about how I can help you get started or renew your stalled planning process.

What if succession planning were fun?

What if you could look forward to a process that stretched, strengthened and woke you up to the possibilities of “what’s next”?

Whether you are a nonprofit leader, a board member, leadership staff, or a funder, thoughtful and proactive leadership development is critical – and often overlooked – for almost every organization.

67% of nonprofit ED’s anticipated leaving in 5 years (from 2011)

17% of organizations had a documented succession plan

From Daring To Lead, 2011 national survey of 3000+ Executive Directors by Compass Point and the Meyer Foundation

Through a unique approach that takes into account the full leader, Sally Blue Consulting specializes in the type of leadership development and transition that mean sustainability for mission.

Let’s talk about your vision for the future – for your organization, for those you serve and for the people who stand shoulder-to-shoulder with you every day. Together, we can make bold plans.