I’m worried your new ED is about to quit.

There are a lot of boards hiring or onboarding their next nonprofit leader right now, resulting in many organizations hiring individuals who are in some regard new to the role. Nonprofit leadership demands a lot of people and for someone new to nonprofits and/or new to leadership, navigating that learning curve during this exceedingly challenging time in our sector can be daunting.  

So what can a caring board do?

• Accept that new leadership will look different. Be open and supportive of your new leader seeking to engage their staff in exploring new ways of working. Leadership transitions are great opportunities for organizations to develop in new ways.

  
  

• Normalize not knowing. Check in with your ED. Ask what questions or challenges they are encountering. Ask if there is any information they are having trouble locating.

  
  

• Prioritize being accessible. Set up a regular cadence for meetings between the ED and the Board Chair and be responsive when the ED reaches out.

  
  

• Respect staff/board boundaries. Support is great, but that does not mean engaging in organizational operations or management.

  
  

• Ask what supports they need. Someone new to nonprofit leadership likely has some knowledge gaps. Proactively recommend that they seek the supports they need – trainin

  gs, advising, attendance at conferences that might build their networks, coaching, etc.

  
  

• Be mindful that the transition is being felt by the new leader AND the staff they serve. Make sure that the board's process for evaluation of ED performance emphasizes the ED's role as steward of organizational culture. Also, take every appropriate opportunity to thank and acknowledge staff. 

Undertaking an executive search is no small feat, and it’s understandable that a board will want to high five and then take a breather when it’s through. But if you don’t stay engaged to ensure a healthy transition, you could be right back at it sooner than you anticipated.