Leadership transitions are a pivotal, and sometimes vulnerable, moment for any nonprofit organization. Whether prompted by a long-anticipated retirement or a sudden departure, changes at the top can stir uncertainty, disrupt momentum, and, if poorly handled, threaten mission impact. That’s why succession planning shouldn’t be an afterthought or a reactionary scramble. It should be an
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By David Beecher As I began drafting a piece on the value of board retreats—a highly visible and strategic element of good governance—I found myself continually returning to the quieter, often overlooked aspects of board governance. While retreats and officer elections are headline-worthy, effective governance is equally rooted in foundational practices that rarely make the
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Hiring the right nonprofit leader for your nonprofit is one of the most important decisions your organization will make. To ensure success, you need to be sure you’re going past a great resume and practiced interview responses. Strategic questions are designed to dig deeper and unearth how a candidate’s leadership style, values, and vision aligns
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When embarking on an executive search, organizations often face a critical decision: whether to engage a retained nonprofit executive search firm, which will work on a specific contract basis, or a commission-based recruiter, who receives a fee only after a candidate is placed. While the latter may appear cost-effective at first glance, here are five
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It may seem unnecessary to hire a search firm to conduct your next search for a leader or development professional. After all, you know your organization well; you know what the position requires. Why not just post the job and interview the top applicants? If only it were that simple! Using an Executive Search Firm
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