Avoid Transition Trauma with a CEO Succession Plan

The lack of a succession plan opens the door to turmoil in the board room, infighting on the senior management team, concern on the part of donors, fear among staff, reduced productivity, and more. Options include (but aren't limited to) the Personnel Committee, Executive Committee, or Board Development/Governance Committee. * Draft the evaluation instrument. * Figure out how input from the full board will be obtained. * Look over the CEO's position description, and suggest changes. * Identify performance goals. * Decide how the results of the assessment will be communicated to the full board and CEO. 2. Assign responsibility for developing a plan to an existing or new board committee (for instance, the Executive Committee, Personnel Committee, or a Succession Planning Committee).