Planning
Succession
Succession is the stewardship of continuity,
not a hiring event.
Search and succession are not the same thing.
A search process identifies a successor. Succession planning prepares the people and the organization. When teams equate succession with search, important questions go unaddressed.
- Board members worry about the questions they may not be thinking about.
- The transitioning leader wrestles with what their next season will look like.
- Staff quietly wonder how the transition will affect them personally and the team.
- Volunteers want to know if the programs they care about will change.
- Major donors want confidence that their investment will continue to be stewarded well.
People across the organization carry questions that deserve attention. Succession planning creates space to address these concerns in ways a search process cannot.
Schedule a ConversationSearch is one part of succession.
Here's the rest.
These six conversations form the foundation of thoughtful succession planning. Healthy searches are the outcome of thoughtful succession planning.
Preparing for Emergencies
Unexpected situations place enormous strain on organizations that have not prepared. With an emergency plan in place, teams have a clear path forward, leaving them the mental and emotional space to care for people well.
Caring for the Departing Leader
Succession planning is not only about planning the future; it also honors the present. Caring well for the departing leader and their spouse creates a transition culture that unfolds with dignity, gratitude, and clarity.
Strengthening Organizational Continuity
Transitions do not create problems as much as they expose the ones already present. Honest evaluation helps leaders see what is healthy and worth protecting, as well as the issues that need to be addressed as part of the plan.
Managing the Transition Process
Leadership transitions involve many decisions that unfold over a season of time, not just the search. A well-managed process clarifies what needs attention and establishes the sequence for how those decisions will unfold.
Communicating with Clarity
Leadership transitions naturally raise questions across an organization. A thoughtful communication plan addresses those questions, building confidence in the transition and continued investment in the mission.
Searching for the Next Leader
The search for the next leader identifies the person who will carry the organization forward in its next season. A thoughtful search helps leaders identify someone with the experience, judgment, and cultural alignment needed for the role.
These six conversations form the foundation of thoughtful succession planning.
Healthy searches are the outcome of thoughtful succession planning.This is how we work with teams.
Every engagement follows the same steady path — from initial conversation to confident leadership.
Schedule a Conversation
The first step is a conversation to understand where and how Sherpa can help. We listen before we act.
Build a Succession Plan
We guide your team in building a plan to address the transition issues that need attention, in the right sequence.
Lead With Confidence
Your team implements a healthy and effective succession plan with clarity, dignity, and confidence.
Is Your Organization Having the Right Conversations About Succession?
We have created this self-assessment as a guide to help you see where your preparation is strong and where you might need additional clarity.
A guided readiness tool for boards, executive pastors, and senior leaders navigating or preparing for leadership transition.
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