Succession Planning in Nonprofits: Why It Matters Now More Than Ever"Who's going to lead this place when I'm gone?"That question came from a nonprofit leader I coached last year. She wasn't planning to leave tomorrow. But she was thinking about the future, and the uncertainty around it was weighing on her. I've heard this thought more and more over the last few years in my coaching conversations. I've noticed that many leaders are afraid to speak about it in their organization. And that fear of speaking about it is causing challenges in organizations. We need to talk about succession planning, not as a formal HR process or a massive document but as a necessary leadership conversation. A conversation that builds hope creates sustainability and helps our sector thrive. In a recent episode of CharityVillage Connects, I had the opportunity to speak with Mary Barroll from CharityVillage about the very real succession crisis facing nonprofit organizations. I'm grateful for the conversation because we need to have conversations more often and more openly. Here's some of what Mary and I discussed and a bit more to help you, whether you're the current leader thinking of stepping away or someone wondering what the future holds for your organization. We're in a Succession Crisis and It's Not Going AwayToo often, no one knows what comes next.
The result? A lack of true leadership on the team and in the organization, lost momentum, and talented individuals walked away from roles they might have otherwise stepped into if the path had been clearer and they had felt supported to grow and step into the role. Succession planning isn't just about choosing a replacement. It's about growing the next leader, helping them build their confidence and capacity. At the same time building confidence in that upcoming leader across the organization. Without it, we risk confusion, instability, and a big mess when something initiates the leader moving on.
And yet, that's exactly why we need to start now. We've Made Leadership Look UnappealingHere's something we don't talk about enough, either: Leadership looks very uninviting The way leadership looks from the outside, leaders scrambling to keep up, sitting on the edge of burnout, powerless to make changes, is deterring the next generation from stepping up. Many emerging leaders look at their Executive Directors and see burnout, endless meetings, emotional labour, and a to-do list that never ends. And think, I don't want that life. We've created a culture of doing-too-much, and we've called it leadership.But leadership can and should look different. It can be about inspiring others, developing people, and leading with integrity. It can include boundaries, collaboration, and, yes, even joy. If we want to attract and retain future leaders, we need to start modelling leadership in a healthier, more sustainable way. We're Not Preparing People for What Leadership Really TakesAnother major gap? We're not developing the right skills. When someone is promoted from the front line into a leadership role, they're often handed policies, reporting forms, and a few HR documents—and expected to figure the rest out. But technical tasks are only part of the job. What new leaders really need to learn are:
We call them "soft skills," but they're foundational to effective leadership. And in most nonprofits, they're rarely taught. That lack of preparation leaves new leaders overwhelmed and uncertain, and it reinforces the cycle of burnout and leadership avoidance. If You're the Leader Who's Afraid to Say You're Leaving...You're not alone. Talking about potentially leaving can feel risky, especially if you love your organization and your team. But keeping everything a big secret doesn't help. In fact, it can make things messier than they need to be. Start small. You don't need a specific date. You can begin by saying, "I've been thinking about the long-term sustainability of this organization." That opens the door to deeper conversations. Begin identifying people with leadership potential even if they're not ready yet. Invite them to shadow you, take the lead on projects, or join strategic conversations. Share the human side of leadership with them. Talk about your values and how you reflect and make decisions. It's the why behind why we do our work, not just the calendar full of meetings. And be honest about what's hard. But also share what's meaningful. When we talk about leadership as a calling, not just a job, we reframe it as something to grow into. Not something to avoid. If You're Not the Leader—but You're Wondering What's Next...Maybe you're a team member getting that vibe that says you think your leader is considering leaving. Or you're a board member who's not sure how to initiate what you are sure will be an awkward conversation. Regardless of which side you land on, the first step is curiosity. With a bit of courage, you can start a respectful conversation about their plans.
You don't need to demand a retirement date. But you can open a conversation about what they are considering for themselves and how they see things for future employees and the team. If you have leadership potential or a desire to be in leadership, don't wait for someone to suggest that you consider leadership. Begin your own growth journey. Read, reflect, take online courses, join communities, and find mentors. Making Leadership Development Part of Everyday CultureSometimes, we hear the words succession plan and visualize a big binder with explicit plans. It can be way more practical than that. Here are some suggestions:
Develop your leadership skills and discover leadership that FEELS right! Start reading Character Driven Leadership for Women - A 5-Step Guide to Shape Your Nonprofit Management Style with Strong Values, Ethics and Morals today and discover how to lead your team in a way that feels aligned with your values, impactful and maybe even enjoyable! What Boards Need to Do (And Often Avoid)Boards play a key role in succession planning, but many avoid it, especially if the Executive Director has been there forever or is the founder. However, from a governance perspective, succession planning is, in part, the board's responsibility. Start with simple questions:
Whether you're the one considering your exit or the one wondering who's next, succession planning starts with inner work. It starts with self-reflection:
No matter where you sit in your organization, you have the power to spark these conversations. You don't need a perfect plan today. But you do need to begin. Listen to my full interview with Mary Barroll here. And if you're looking for support as you navigate this journey, The Training Library is here for you. It's where nonprofit leaders come to build confidence, gain clarity, and grow into the leaders their organizations need, now and in the future. ~ Kathy Do the inner work. It's worth it! P.S. Head in the sand isn't leadership! Leading the V formation is! Spring is here! I hear the geese flying overhead! The nonprofit sector doesn't always give women leaders the support and training they deserve—but that's not your fault. I've been where you are, juggling leadership demands while trying to find balance and confidence. I created The Training Library to provide nonprofit leaders like you with practical, on-demand courses and personalized coaching, all within reach. It's like having a trusted mentor in your corner, guiding you through every challenge. No more second-guessing. No more struggling alone. Inside The Training Library, you'll gain the skills and confidence to lead with ease, balance, and impact—so you can thrive at work and in life. Master Nonprofit Leadership—With Training, You Can Trust. Join The Training Library today and take the first step toward confident leadership.
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How Nonprofit Leaders Can Lead with Confidence and IntegrityDid you know there was a time when I didn't know if I could keep leading? I felt lost, overwhelmed, and completely out of my comfort zone. Maybe you know that feeling too! I had just stepped into a senior leadership role. I was managing everything relatively confidently. With things going well, I worked my butt off applying for expanded funding. My team and I were so excited when we got it. However.... When that large new contract arrived, the increased responsibility, staffing demands, travel, and budget oversight felt hugely overwhelming. I was scrambling to hold things together, feeling like I was on a conveyor belt that just kept speeding up. Things started to slip. I didn't always keep my word. I pushed my own agenda without truly listening to my team. I was no longer the leader they had once trusted. That year's performance appraisal was like a slap in the face: My staff clearly said, "Kathy lacks integrity." That comment hit hard. My team had lost trust in me.Engagement plummeted, and tension rose. There was whispering behind my back, and even a grievance was filed against me. I felt isolated and afraid I might lose my job. You may feel this way, too. Maybe you've been in a meeting, putting on a brave face, all the while wondering if everyone else can tell that you feel completely lost, ready to fall apart and wondering why you are doing this job anymore but also very stuck! What I Did to Turn Things AroundI knew I had a choice: I could quit, or I could do the hard work of rebuilding my leadership from the ground up. I chose the latter. I started by doing the inner work. I took a step back, paused, and reflected on who I wanted to be as a leader. I got support from a coach who helped me see my blind spots and guided me through the process of realigning my actions with my values. I used THE INFINITE LEADERSHIP LOOP, the same process I teach in Character Driven Leadership for Women, to help me navigate my way forward. I learned to PAUSE, PONDER, and PIVOT with intention. Slowly but surely, as I had the courage to PROCEED into conversations with my PEOPLE, I started to rebuild trust with my team and restore my own confidence. Why This Matters for YouIf you've felt like you don't know what you're doing, if you've struggled with imposter syndrome, lack of support, or fear of failing, you're not alone. We all face moments where we feel off-balance, unsure, or overwhelmed. But those moments are also choice points. They are opportunities to decide how you want to show up as a leader. In Character Driven Leadership for Women, I share not just my own story but practical tools to help you:
Get the First Chapter for Free or Buy Your Copy Now!If my story resonates with you, you don't have to wait to learn how you can make the shift! Start reading the first chapter of Character Driven Leadership for Women and start your journey toward leading with clarity and confidence. Or, if you're ready to dive in, you can buy the book now. It's even available on Audible! Get Character Driven Leadership Hear More on the PodcastIf I could give you a hug right now, I would. I'd tell you, you've got this! It's something I have told myself for years. It's the work I've done to keep believing in myself. You can do it too!! ~ Kathy Do the inner work. It's worth it! Why You Should Read Character Driven Leadership for Women
Buy Character Driven Leadership for Women today and start your transformation. Nonprofit Leadership is Tough! Here's How Women Leaders Can Stay GroundedLet me start with a story... As I sat at my desk, I was fuming. She had done it again! She had tried to undermine my leadership in the meeting, throwing out a comment designed to make me look like I didn't know what I was doing. And what did I do? I shot back. It wasn't one of my finer moments , and I immediately regretted it. Fast forward a few months, and once again, I was face-to-face with this team member who wasn't happy with the way I was leading. And the truth was, she had a point. We were all stretched thin, struggling to keep up with demands, putting out fires, and trying to meet the needs of our clients. Change was coming, but it was taking time. When she tried to throw me under the bus this time, I PAUSED and took a deep breath I had prepared for this moment. I knew it and many others like it would come. During my self-reflection time, I had PONDERED about the type of leader I wanted to be. As a result of that thinking time, I had already decided that when it did, I wanted to respond with a measured, clear response. So this time, when the pointed comment came, I was ready to respond with intention. I thanked her for her input, validated what she was saying, and clarified where we were in the process of improving support and creating manageable workloads. I kept my cool. And I felt so much better. Self-Reflection is Key to Character DevelopmentI was able to do this because I had done the self-reflective work required to lead with strength. And when the moment came, I used my CHOICE POINT to decide how I wanted to show up as a leader. Leadership is full of choice points—moments where we can either react automatically or pause long enough to make a decision that aligns with the leader we truly want to be. Too often, we race through these moments, stuck in survival mode, firefighting the next crisis, or defaulting to old habits. But here's the truth "Engaging in self-reflection allows you to slow down and recognize your choice points, or opportunities to make decisions, and then make choices in a way that feels more aligned with who you are and who you are becoming." Character Driven Leadership for Women ️I've seen this time and time again with the women I coach. Those who create the habit of self-reflection—who PAUSE before they PROCEED, become the leaders others trust, respect, and follow. The Power of a Choice PointLet me introduce you to Jessica. She was dreading a tough conversation with a staff member. She had been overthinking it for days, losing sleep, replaying worst-case scenarios in her mind. She worried about how the person would react, how she might get defensive, or worse, what if Jessica lost her composure and became flustered or even started crying. But instead of letting the anxiety dictate her leadership, she chose a different path. She PAUSED She asked herself:
With this clarity, she went into the conversation grounded, composed, and clear in her message. She didn't just get through it. She handled it in a way that strengthened trust and accountability with her employees. Why This Matters for YouI know Jessica, and I are not the only ones who have been in a situation like this. Maybe you've had moments where you reacted in a way you later regretted. Or times when you wished you had handled a conversation with more clarity, confidence, or composure. Self-reflection isn't about dwelling on the past. It's about actively shaping your leadership character by choosing how you show up. It's about recognizing that every challenge, every tense meeting, and every difficult conversation is a CHOICE POINT is an opportunity to decide the kind of leader you want to be. "Decisions build our character, and we make our best character-driven decisions by pausing and pondering. " Character Driven Leadership That's exactly what I guide you through in my new book, Character Driven Leadership for Women. I introduce the Infinite Leadership Loop, a process designed to help you pause, reflect, and make decisions that strengthen your leadership, build trust with your team, and align your actions with your values. This book isn't just about leadership strategies. It's about becoming the leader you were meant to be. Your Next Choice PointRight now, you have a choice: You can keep leading on autopilot—feeling stuck in old patterns, constantly reacting to the chaos, never quite feeling in control. Or you can choose to lead differently... ... with clarity, intention, and the confidence that comes from knowing you're making the best decisions, aligned with your values and the leader you aspire to be. Which choice will you make? ~ Kathy Do the inner work. It's worth it! P. S. If you want to go deeper with a space to practice this work with support, join me inside The Training Library. It's where we take these ideas and make them real in your day-to-day leadership. Ready to Lead with Confidence and Impact?The nonprofit sector doesn't always give women leaders the support and training they deserve—but that's not your fault. I've been where you are, juggling leadership demands while trying to find balance and confidence. I created The Training Library to provide nonprofit leaders like you with practical, on-demand courses and personalized coaching, all within reach. It's like having a trusted mentor in your corner, guiding you through every challenge. No more second-guessing. No more struggling alone. Inside The Training Library, you'll gain the skills and confidence to lead with ease, balance, and impact—so you can thrive at work and in life. Master Nonprofit Leadership—With Training, You Can Trust. Join The Training Library today and take the first step toward confident leadership. Nonprofit Women Leaders: Find Out What's Blocking Your GrowthAs a nonprofit leader, I'm betting you know that feeling when you're constantly trying to meet everyone's expectations, prove your worth, or get every detail just right, only to end up exhausted, second-guessing yourself, and wondering why leadership feels so hard? You're not alone! I've been there too! Most nonprofit women leaders unknowingly fall into the trap of PLEASING, PERFORMING or PERFECTING at some point in their careers, believing these behaviours will make them more effective. But instead of helping, they often leave you burned out, overwhelmed, and disconnected from your own values. The good news? Once you PAUSE and recognize these patterns, you can break free from them and lead more confidently.
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