If you’re on the board, that stat should stop you in your tracks.
Most boards mean to plan for succession.
But let’s be honest…
“We’ll tackle it next quarter.”
“Let’s just update the emergency binder.”
“Hopefully they’ll stay a few more years.”
Then it happens.
The ED gives notice.
Or needs extended leave.
Or hits burnout.
And suddenly, your organization is in a leadership crisis.
Scrambling for answers.
Losing momentum.
Risking trust.
It doesn’t have to be that way.
It’s about building leadership for what comes next—
The next era.
The next challenge.
The next generation.
When you plan ahead, you’re not just filling a role.
You’re shaping the future of your mission.
This service helps your board:
– Define what a successful handoff actually looks like
– Prepare for both emergency and planned transitions
– Identify internal talent (without overpromising)
– Shape a role that attracts top candidates
– Lead the transition with clarity—not chaos
– Align the next hire with where your organization is headed, not where it’s been
Because this isn’t just an HR issue.
This is one of your most important responsibilities as a board.