Nonprofits depend on people—not products—to deliver on their mission. But far too many organizations assume key leaders will “always be there,” or that if someone leaves, things will somehow “work out.” That mindset leaves boards, staff, and programs vulnerable.

Succession planning isn’t just about retirement or replacing the Executive Director. It’s about protecting your mission, preparing for the unexpected, and strengthening the organization from the inside out.

Below is a breakdown of the three most common planning approaches, followed by simple steps you can start right away.

✅ The Three Main Types of Plans (Know the Difference)

1. Full Succession Plan

A comprehensive succession plan addresses both expected and unexpected transitions. It typically covers:

  • Emergency Coverage: Who steps in if a leader leaves suddenly
  • Retirement or Planned Departures: Short- and long-term exit planning
  • Internal Talent Development: Preparing staff to grow into future leadership roles
  • External Hiring Strategy: What to do when internal candidates aren’t ready or available

This approach is most relevant for executive and department-level leadership positions.

2. Emergency Succession Plan

This plan focuses on unplanned absences only and does not include leadership development or retirement planning.

An emergency plan typically:

  • Names interim leadership
  • Clarifies decision-making authority
  • Identifies where passwords, files, and contacts are stored
  • Provides immediate continuity for day-to-day operations

It’s about stability when the unexpected happens.

3. Workforce Contingency Plan

This type of plan centers on continuity for key positions across the organization—not just leadership.

It usually includes:

  • Key Role Identification: Which jobs would cause disruption if vacant
  • Success Profiles: The skills, competencies, and responsibilities required for those roles
  • Development Plans: Training or cross-training for internal staff who could step in someday

It strengthens readiness and reduces risk across departments.

✅ Where to Start: Simple First Steps for NPOs

Here are practical, achievable steps:

✔️ 1. Identify Your Critical Roles

Ask: If this person left tomorrow, would we struggle? Start with the Executive Director, program leads, finance, development, operations, and compliance.

✔️ 2. Create a Basic Emergency Backup Plan

Document:

  • Who steps in temporarily
  • Who has signature and decision authority
  • Where essential files, passwords, and contacts are located

Even a one-page plan reduces panic and confusion.

✔️ 3. Build a Success Profile for At Least One Key Role

Outline:

  • Core responsibilities
  • Skills and experience needed
  • Key relationships
  • Leadership expectations

This becomes the foundation for development or hiring.

✔️ 4. Identify and Support Internal Talent

Look at who could step into a leadership or specialist role in the future. A development plan could include:

  • Training
  • Cross-training
  • Mentorship
  • Leading projects or initiatives

✔️ 5. Informally Clarify Possible Retirement Timelines

You don’t need exact dates—just awareness of who might leave within the next 2–7 years.

✔️ 6. Assign Ownership

Decide who will move the process forward—Executive Director, HR, a board committee, or leadership team.

✅ Why It Matters

Without a plan:

  • Programs stall
  • Institutional knowledge disappears
  • Funders and stakeholders lose confidence
  • Staff feel uncertainty or leave
  • Boards rush into poor hiring decisions

With even a basic plan:

  • Transitions are smoother
  • Your mission stays on track
  • Staff and funders feel confident
  • Leadership gaps don’t derail operations
  • Decisions are made with less stress and more clarity

✅ Final Thought & Next Step

Succession planning isn’t a luxury—it’s stewardship. Whether you start by identifying backups, clarifying roles, or developing internal talent, the most important step is simply to begin.

Many nonprofits handle this internally, while others look to outside support for structure, templates, and facilitation. If your organization ever needs help with emergency planning, leadership continuity, or workforce development, we’re a resource you can reach out to.

If you’d like to explore what this could look like for your organization, you’re welcome to schedule a discovery call—we’d be happy to talk through your needs and options. https://calendly.com/hbaldwin-smco/60min