Without a succession plan, it is easy to fall into panic or at least worry about who the next leaders will be for your board or staff.  I have two great solutions to offer, inspired by a recent client. 

First, for the board, who said that you had to know exactly who the next board or committee chair will be six months from now (this is a nonprofit board, not a royal family, right?)?  Hey, at least the retiring folks were nice enough to announce their burn-out or other need to depart.

My solution is that you ALWAYS strive to recruit board members with proven or latent leadership capacity.  If you are diligent with this approach, you will always have two-three capable leaders available for each possible leadership slot.  This is easier if you only have a couple formal committees (Governance and Development).  Then, it doesn't matter who leaves hat position when, you will always have people ready to take up the reins.  Second, for the staff, well, we'll hold that till next time.....

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