By Jeff Glebocki, CEO
Strategy + Action/Philanthropy
jeff@strategyplusaction.com
I’ve returned from Exponent Philanthropy’s 2016 National Conference in Chicago – another home-run event from the largest membership association in philanthropy.
I had the honor of co-presenting to a packed room on Leadership Succession Planning with colleagues Rosemary DiRita (Relationship Manager, Glenmede) and Ruth Masterson (Senior Program Director, Exponent Philanthropy).
Here are a few lessons we shared:
- Denying that change will occur is not a plan! Stimulate the internal conversation with key questions about the future – are we prepared, are we forward looking, are we working to preserve our legacy by anticipating change?
- Start planning NOW for leadership succession. You can ameliorate the disruption of change by planning ahead.
- Generational transition is not just for family foundations. Private foundations, community foundations and corporate foundations also face new waves of board and staff. Look forward, anticipate and engage the new leadership.
Read these blogs co-authored by my colleague, Jill Blair, and me about the importance of Leadership Succession Planning:
Why it’s Important to Start Planning for Leadership Succession Now
How Leadership Succession Planning Can More Deeply Engage Family and Board Members
