The Leadership Cliff: Why Succession Planning Can’t Wait
Leadership transitions are inevitable. Planning for them isn’t.
Through July 2025, 1,358 CEOs left their posts—a 9% increase over the same period last year and the highest year-to-date total on record, according to Challenger, Gray & Christmas, Inc.. The government and nonprofit sectors led the way, with 286 CEO exits, the majority of which occurred in nonprofits.
And yet, most organizations aren’t ready.
A 2021 BoardSource report found that only 29% of surveyed nonprofits had a written succession plan, and just 12.5% had a board leadership succession policy. That means the majority of nonprofits are navigating leadership transitions without a map.
At Mission + Strategy, we call this the leadership cliff—the moment when a key leader departs and the organization is left scrambling. It’s not just a risk to operations. It’s a risk to culture, continuity, and mission.
Succession Planning Is Strategic Planning
Succession planning isn’t just about replacing a leader. It’s about preparing the organization to thrive beyond any one individual. It’s a strategic investment in stability, trust, and long-term impact.
When done well, succession planning:
Preserves institutional knowledge.
Minimizes disruption.
Builds leadership capacity.
Signals to staff and stakeholders that the organization is future-focused.
It’s not a contingency plan—it’s a leadership development strategy.
“Succession planning isn’t just about replacing a leader. It’s about preparing the organization to thrive beyond any one individual.”
The Cost of Delay
Without a plan, transitions can feel chaotic. Boards may rush to hire externally without assessing internal talent. Staff may feel uncertain or disengaged. Critical relationships may be lost. And the organization may lose momentum at a time when clarity and confidence are most needed.
The cost isn’t just operational—it’s emotional. Leadership transitions touch every part of the organization. When they’re handled poorly, they leave a mark.
What Readiness Looks Like
Readiness doesn’t mean having all the answers. It means having a process.
Organizations that approach succession planning with intention begin by evaluating their current structure and identifying key leadership roles. They define the knowledge, skills, and abilities (KSAs) required for success, and assess internal candidates with transparency and care.
They invest in mentorship, training, and development—not just for the top role, but across the leadership pipeline. They recognize that internal candidates often have a higher likelihood of success, especially when the organization is stable and mission-aligned. These individuals know the culture, have built relationships, and are well-positioned to lead with continuity.
Boards play a critical role. Governance experts consistently cite succession planning as one of the board’s core responsibilities—alongside CEO selection, evaluation, and strategic oversight. A board-led process ensures dispassionate guidance, alignment with mission, and long-term sustainability.
Organizations also plan for communication. Internal and external audiences need to hear a clear, confident message about what’s changing, why it matters, and how the organization will continue to thrive.
And finally, they build in time. Overlap periods, onboarding plans, and transition milestones help ensure that leadership handoffs are smooth, thoughtful, and mission-aligned.
The Takeaway
Leadership transitions are coming—whether we plan for them or not. The question isn’t if succession planning is needed. It’s when, how, and who will lead it.
At Mission + Strategy, we help organizations move from reaction to readiness. Because the future of your mission depends not just on who leads—but on how you prepare for what’s next.
Together, we are stronger.
If you need support in succession planning or balancing your mission and business strategies, we’re here to help.
Mission + Strategy is an invested thought partner to your nonprofit organization. Through our Strategic Advising, Mergers & Partnerships, and Shared Back Office service solutions, we help nonprofits achieve alignment between their mission and business strategies.
