13 Ways Nonprofits Can Effectively Manage Changes In Leadership

Forbes

4 days ago

A Woman Giving Presentation to Colleagues
Change is constant in today's business landscape. While shifts like staff departures and goal pivots are often accepted as part of the normal business cycle, a change of leadership can rock a company's foundation, especially for mission-based organizations like nonprofits.
From developing succession plans in advance to determining how to best communicate happenings to stakeholders at all levels, taking a proactive approach can help nonprofits successfully navigate substantial internal changes. Below, 13 Forbes Nonprofit Council members share advice on how nonprofit leaders can successfully manage leadership changes within their organizations, as well as why these strategies are effective.
1. Make Succession Planning A Priority
Succession planning cannot be an afterthought, so make it a prioritized and strategic activity within your organization. Engage in conversations with leaders and board members to outline clear plans for leadership transitions. These discussions should not only address what happens when leadership shifts occur but also how to ensure continuity and maintain organizational stability. - Cortney Nicolato, United Way of Rhode Island
2. Seek Alignment Around A Shared Vision
Centering leadership transitions around a shared vision helps create alignment and momentum. When teams actively participate in shaping that vision, they feel a sense of ownership and clarity about where the organization is headed. This inclusive approach builds trust and engagement, minimizing disruption. A co-created vision empowers staff, donors and volunteers to move forward together. - Alan Thomas, Association for Materials Protection & Performance
3. Leverage Storytelling
Treat leadership transitions like storytelling, not just succession. Rather than just announcing the "who," explain the "why" behind the change, the values that will stay and the vision ahead. When people feel part of the next chapter, they invest in it. What works is inviting your team and supporters to be co-authors, not just readers, of what comes next. That's how you keep momentum. - Cherian Koshy, Kindsight
4. Implement A Phased Communication Plan
A phased communication plan is key. When Well Aware was approaching a leadership transition, we began socializing the leadership change with key stakeholders on a deliberate timeline. For example, prior to the public announcement, we held private calls with key partners to build buy-in. By the time the news was shared widely, the leader had a strong foundation of support, enabling a smooth, successful start. - Sarah Evans, Well Aware
5. Focus On Communication Transparency
There is nothing that rocks the boat more than a change in leadership. Fear of the unknown is unsettling. I have found that being communicative and generous with information during the hiring process is key, including timelines, candidates, etc. Conducting team interviews is also helpful, as they create mutual responsibility for the success of the hire. A pre- and post-hire meet and greet helps to break the ice. - Tara Chalakani, Preferred Behavioral Health Group
6. Regularly Meet With Internal Stakeholders
Making sure to continue to meet with all board members individually and with staff at all levels is important. Hearing what is on people's mind is imperative, so you need to approach each interaction as a learning experience. - Rhonda Vetere, Laureus Sport For Good
7. Prioritize What's Working Well
Focus on the things that are working well. There's no need to "disrupt" things to make your mark, and listen to suggestions from staff members. Conduct town hall meetings with staff to give them an opportunity to "kick the tires." - Gene O'Neill, NAVC (North American Veterinary Community)
8. Lead With Transparency And Continued Support
One powerful strategy is leading with transparency and affirmation of continued support. Clearly communicate the leadership change, share the 'why' and reassure your team and community that the mission remains strong. This approach builds trust, eases uncertainty and reminds everyone they're still valued and supported through the transition. - Yujia Zhu, FASSLING.AI
9. Create Values-Embedded Infrastructure
Effective leadership transitions require values-embedded infrastructure. Focus on weaving core principles into daily operations while documenting key decisions to preserve institutional memory. By building distributed leadership capacity rather than hero-driven models, we realize sustainable continuity and are therefore able to keep our focus on strengthening the systems that make us better as we evolve. - Tara Fitzpatrick-Navarro, USTA Mid-Atlantic Foundation
10. Develop A Leader Operations Manual
Smooth leadership transitions start by understanding how a new leader learns and leads. A CEO operations manual that captures how the team makes decisions, gathers input and communicates builds clarity and trust faster when paired with team alignment. It's not just about onboarding the CEO; it's about 'reboarding' the whole organization. - Karen Cochran, Philanthropy Innovators
11. Prioritize Cultural Continuity
Leadership may change, but the culture that connects your team should remain strong. We focus on consistent rituals like weekly check-ins, celebrating wins and welcoming new staff to keep morale high. A strong culture helps people stay grounded during uncertain times. - Michael Bellavia, HelpGood
12. Maintain The Succession Plan
Our organization maintains a robust succession plan grounded in transparency and trust. When I experienced a stroke in April 2023, our COO seamlessly stepped in as interim CEO for 12 weeks. Thanks to clear protocols and open communication, our operations never missed a beat — and neither did our care to those we serve. - Nicole Lamoureux, NAFC
13. Stay Consistent In The Mission And Values
The quote, "When your values are clear, your choices are easy" is attributed to Roy E. Disney. Leadership can, and will, change, but the mission and values must stay consistent. Consistency creates credibility. Ensure the staff, board and other stakeholders are all committed to the mission and values of the organization, as it will hold the leadership team accountable and keep the organization moving forward. - Aaron Alejandro, Texas FFA Foundation
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