The nonprofit/social sector has growing leadership gaps as baby boomers retire and as many leaders leave the sector post-pandemic. Additionally, our sector is complex. We solve complex problems and must retain a team that understands and can effectively build impact despite these complexities.

Succession planning is about more than filling a top executive role; it’s about ensuring the continuity of the organization’s mission and maintaining quality, regardless of leadership changes. For example, in nonprofit organizations, specialized roles—such as program directors, operations managers and front line staff—require not only technical expertise but also a deep understanding of the organization’s culture and goals. If these positions are vacated unexpectedly, the organization risks losing momentum, compromising its services, or even failing to fulfill its mission.

Effective succession planning should include preparing individuals at all levels to step into roles that require significant responsibility, even if those roles are not at the executive level. Investing in leadership development for mid-level managers and staff ensures that a well-prepared team is in place to take on the leadership mantle when needed.

What should be included in a written succession plan? This tool is a helpful guide.