Succession planning is making provisions for the replacement of board members or staff members of an organization. It is a proactive process to keep the management constantly aligned with the strategic framework of the organization.  (Nonprofit Good Practice Guide, 2006)

Succession planning is not only about determining your organization’s next leader.  It is a continuous process that accesses your organization’s needs, identifies leadership that supports those needs, and creates a climate for a chief executive to succeed.  An effective succession plan is linked to your organization’s strategic plan, mission, and vision (Nancy Axelrod, Chief Executive Succession Planning).  To create a climate for success the board of a nonprofit organization should engage in an ongoing succession planning involving:

• Understanding the Job of the Nonprofit Chief Executive
• Developing an Emergency Transition Plan
• Agreeing on Expectations
• Establishing Evaluation Process for Chief Executive
• Conducting Board Self-Assessment