Leadership transitions are one of the most critical moments in an organization’s lifecycle. Whether planned or unexpected, the departure of an executive leader can impact staff morale, donor confidence, and mission continuity. For boards, the question is not if a transition will occur, but when—and how well the organization will be prepared to respond.

Recent KEES leadership polls highlight just how urgent this issue has become. In both May and September 2025, over half of leaders indicated they expect to leave their current role within the next two years. While a quarter of leaders reported planning to stay more than eight years, the clear majority anticipate shorter tenures, which reinforces the need for boards to be ready for transitions sooner rather than later.

Why Succession Planning Matters

• • Continuity of Mission: Leadership transitions, whether planned or not, disrupt programs and erode donor trust. Succession planning ensures stability and consistent progress toward the mission.
• • Retention and Engagement: When boards prioritize succession planning, it signals investment in leaders’ growth and support, which can actually strengthen retention in the near term.
• • Preparedness for the Unexpected: Beyond retirement or planned departures, unexpected circumstances—from health issues to new opportunities—can accelerate transitions. Boards with a plan in place can respond quickly and confidently.

Steps Boards Should Take Now

1. Develop a Written Succession Plan
   • Address both planned and emergency transitions and succession plans.
   • Outline interim leadership options and communication strategies.
2. Invest in Leadership Development
   • Identify potential internal successors and provide coaching or mentoring.
   • Build a leadership pipeline that prepares emerging leaders for executive roles.
3. Engage an Executive Search Partner Early
   • Partner with an experienced firm like KEES to ensure access to a wide, diverse candidate pool.
   • Create a recruitment strategy that prioritizes alignment with mission, culture, and long-term vision.
4. Make Succession a Standing Board Agenda Item
   • Regularly revisit leadership planning during board meetings.
   • Use trend data and industry benchmarks to stay ahead of shifting dynamics.

How KEES Can Help

KEES partners with mission-driven organizations to strengthen leadership through executive search, transition management, and succession planning. By providing strategic guidance and access to exceptional leaders, we help boards navigate change with confidence and ensure that transitions become opportunities for growth rather than disruptions.

The message for nonprofit boards is clear: with more than half of nonprofit leaders planning to transition within two years, preparation is not optional. The most effective boards act now in creating succession plans, supporting current leaders, and preparing for the future. KEES is ready to partner with your board to turn these challenges into opportunities for stability and success.

Is your board prepared? Ready to start discussions? Contact Amanda Emerson to learn more about how KEES can set you up for success.