Date: 10/07/2021
Time: 1 pm eastern
Run Time: 90 minutes including Q & A session
Leader: Brad Lebowsky, MBA, Nonprofit Consultant
Credits: Awarded 1.5 credit hours by HRCI and 1.5 PDCs by SHRM
Price: Webinar $295; Webinar + Download $349 (Share the download with your colleagues)
Audience: Executive directors, CEOs, senior executive staff, board members, in-house counsel


Plan for a smooth senior management transition but be prepared if it doesn’t happen.   Try to avoid bumpy, emergency, management changes if you can. They obviously would be disruptive to your organization and its important mission. Adopting a formal succession plan is the best way to have an orderly senior management transition whether on an emergency or planned basis, but research has shown that 75 percent of nonprofits have no formal succession plan in place inviting needless turmoil and confusion     

Senior personnel leave organizations all the time.  Your executive transitions hopefully will all go smoothly, but they can also be filled with unanticipated obstacles depending on whether the management change was anticipated or is being done on an emergency basis.  A formal succession plan can help to smooth some of the inevitable bumps in the road by laying out a plan for finding a highly qualified replacement in a timely manner for the departing executive. 

Please join Brad Lebowsky MBA, a nonprofit consultant with more than 30 years’ experience, as he discusses the “down and dirty” aspects of executive transitions and the development of your organization’s formal succession plan‒highlighting key areas the plan should cover and potential traps to be on the lookout for.


During this informative webinar Mr. Lebowsky will discuss:

  • Why a formal succession plan is necessary
  • Who should be on the team that is responsible for writing your succession plan
  • Topics to include in a written succession plan
    • Positions covered (e.g., executive director, senior executive staff, board members)
    • Persons currently filling these positions and their expected retirement dates
    • Future challenges and needs of the organization
    • Current staff potentially able to move into leadership roles (e.g., necessary training and retention strategies)
    • Promote from within or recruit from outside‒retaining a recruiter, time to recruit, expenses, updating job descriptions
    • Interviewing candidates‒the role of the board and senior executive staff
    • Onboarding the new executive director or other senior level staff‒a board responsibility
  • An orderly transition versus an emergency transition due to a termination, unplanned resignation, or death
  • The role of the current executive director in an orderly transition
  • Starting early‒6 months for an orderly succession
  • When to use an interim leader and cross training senior executives
  • Risks associated with emergency transitions‒loyalties to the departing executive
  • Keeping everyone informed. Why your grantors and donors will be very interested


Brad Lebowsky earned his MBA with an emphasis on nonprofit management specializing in finance and budgeting. Brad has more than 30 years of nonprofit management experience and is a sought-after speaker, author, educator, and nonprofit consultant. His areas of expertise include budgeting, finance, grant writing, strategic planning, board training, retention of donors, employees, volunteers, and professional development. He also has a podcast, The NEA Podcast, which is available on YouTube, iTunes, Spotify, and Brad can be reached at As a speaker, author, educator, or consultant his overriding goals are to grow people, communities, and resources for nonprofit organizations across the country.