Leadership transitions are defining moments for associations, shaping their future direction and stability. Yet, many associations lack structured succession plans, leaving them vulnerable to uncertainty when a CEO departs. A 2021 report from the National Council of Nonprofits revealed that only 29 percent of associations have a written succession plan in place, despite growing CEO turnover rates (Council of Nonprofits, 2021).
The pandemic further exposed this issue. Many CEOs delayed their departures to provide stability during uncertain times, but as the crisis eased, a wave of overdue exits followed. According to BoardSource, 54% of nonprofit CEOs expected to leave their positions within five years, underscoring the urgency for formal succession strategies (BoardSource, 2023). Without them, associations risk operational disruptions and loss of institutional knowledge.
Succession planning is often viewed as a CEO’s responsibility, but governance best practices dictate that boards must take the lead. As the Council of Nonprofits emphasizes, boards hold the ultimate authority over CEO appointments and oversight. The McKinsey & Company report on CEO transitions similarly highlights that leadership succession should be a structured, board-driven process, not an ad-hoc response to unexpected vacancies (McKinsey, 2024).
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