Onboarding Executive Leaders for Nonprofit Organizations

Onboarding of an executive leader in the nonprofit organization

Share This Post

Share on facebook
Share on linkedin
Share on twitter
Share on email

Nonprofit organizations have a high degree of ambition and commitment to fulfilling their mission and vision. As an organization grows, well-equipped leaders will be essential for continued success in current and future endeavours. An executive change is a unique point in the lifespan of an organization, bringing with it equal parts risk and opportunity. Careful and purposeful transition management for new executives is essential to ensure that the organization maintains its leadership excellence without interruption. In addition, it is vital to ensure that the organization has a smooth changeover and that the new leader is well-positioned to succeed. 

On the other hand, a leadership change does not end with the leader’s appointment. As they gain efficacy in the role, new executive leaders, especially those stepping into senior roles for the first time, require intentional support and supervision. This type of onboarding differs from new hire orientation and is critical to a new leader’s long-term success yet is often overlooked in charity and nonprofit leadership transitions

Effective senior executive management is the number one obligation of any nonprofit or charity board. Yet, despite this, nonprofit leaders often feel that their boards fall short in this area. So here is a guide for how nonprofit boards can best onboard and aid their new executive leaders.

Prepare the New Executive for Success

Long before the new leader begins, the board must be sure of the organization’s direction. This clarity helps the board in defining their future goals and the kind of leadership necessary to achieve them. It is vital to have a vision for the future growth potential, latest programs, and strategies. The board must identify the abilities and traits required in the new leader to ensure they understand what can be expected in the upcoming years. 

Your new executive will be more productive if you prepare an orderly onboarding process ahead of time that helps them in delivering on this vision. Prepare electronic documents in advance and make sure they are well-organized and accessible. Here are several things to include:

  • Financial reports
  • Quality reports
  • Board minutes
  • Yearly reports
  • Strategic plans
  • Tax filings

Create a New Leadership Agenda 

It is essential for the board and the new executive to mutually understand the organization’s goals and the tasks to achieve them by creating a leadership agenda. The agenda is the bedrock of a board’s relationship with its executive. However, research shows over a quarter of nonprofit executives do not feel their board was effective in helping determine priorities in the first year. These leaders also sensed they did not have complete clarity of the organization’s mission. The board and the new executive should agree on what success should look like and the timeline. If the board is unclear with their expectations, it is likely to generate conflicting ideas about what is expected for the first year. The leadership agenda should include: 

    • Organization’s priorities
    • Action plans
    • Roles and responsibilities
    • Priorities with attainable milestones
    • Gap analysis and how to overcome the gaps
    • Formal introductions with significant colleagues and key stakeholders

Establish Clear Responsibilities

Additionally, setting up expectations for the leadership agenda, boards and new executives must agree on how they will collaborate. Transparent communication is crucial between the board and executives on the expectations of what collaboration looks like during the onboarding period. The more specific a board can be with their new executive about expectations, the lower the chance of future difficulties. Discussions about workplace norms can be an effective strategy to ensure that everyone is on the same page. Consider the following questions:

  • What is the frequency of communication between the executive and the board chair?
  • When will the board of directors meet? Who is going to create the goals?
  • In what decisions will the board be involved?
  • When and how will the executive’s performance be evaluated formally?
  • How will the executive team communicate informally during the year?
  • How will you supply a transition coach to help in a successful transition?

Ensure Effective Communication

Establishing a trusted working relationship between the board, new executive, and the team requires constant communication. It will be essential to arrange for the following:

  • Frequent discussions
  • Ask the new leader if their expectations are being met
  • Discuss barriers and challenges that may have been unforeseen
  • Ensure the new leader feels supported during the transition

Final Thoughts

Nonprofit organizations depend heavily on volunteers, fundraising, donations, and support from multiple avenues. Hence, it is essential to have an exceptional executive leader who has the finesse to pull stakeholders together as one united team to achieve the organization’s mission and goals. 

For the above reasons, a well-organized onboarding process is vital to the success of the executive and the continued success and stability of the nonprofit organization. 

Download your free guide.

10 points to consider before you begin your recruitment process.

We’ll instantly email your guide after submission.

More To Explore

Find your next great leader to advance your mission.

We help you find and hire your next great leader for a fraction of the cost of traditional search agencies.

Recruitment nonprofit