The baby boomer generation (born between approximately 1946 and 1964) is retiring in rapidly increasing numbers. These retirements are creating dramatic gaps in leadership and instability in the executive ranks of not-for-profit organizations.
Leadership changes at not-for-profit organizations can be problematic, especially with individuals who are the public face of the organization or drivers of fundraising success. It is vital for your organization to prepare for the loss of institutional knowledge, as well as a shortage of top talent who understand the complexities of your mission and business
Ensure that your organization has an effective succession process that includes leading practices; read the full article
for guidance in prioritizing key positions, assessing risk of retirement or voluntary turnover, defining key competencies, identifying internal talent and cultivating connections to discover external candidates, implementing a development plan, cross-training employees and documenting policies and responsibilities.
Visit the report overview for more articles: The State of the Not-for-Profit Sector in 2017
Register to replay the webcast Avoiding culture failure, reaping the benefits of a positive environment.
Explore our 2017 webcast series for trends, issues and solutions.
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