As nonprofit leaders, we must grapple with the inevitability of change — both in our lives and the organizations we serve. The concept of “becoming fierce with reality” is an invitation to take a brutally honest look at the real impact of our own leadership on our organizations, and the important role of succession planning.
Being “fierce with our reality” means acknowledging how easily our approaches can become outdated and our influence wane, and then embracing the absolute necessity of preparing the next generation to take the reins of leadership. But how do we do this? What can younger leaders teach us, and how do they help our organizations thrive in an evolving world?
The answers to these questions lie in understanding the transformative potential of empowering younger and more diverse leaders. Let’s explore this by reflecting on lessons we can learn from emerging talent, the generational bridges they build for our missions, and stories from Canadian nonprofits that successfully passed the torch to the next generation by using succession planning and emerging leader development methods.
Lessons from Younger Leaders
Younger leaders often bring fresh perspectives, technological fluency, and a deeper understanding of the values and priorities of their generation. Here are some key lessons they offer:
- Embracing Diverse Leadership: Millennials and Gen Z prioritize inclusivity, often challenging outdated systems and advocating for diverse representation at all levels of leadership.
- Adaptability and Innovation: Growing up in an era of rapid technological change, younger leaders are skilled at embracing disruption and finding innovative solutions.
- Purpose-Driven Leadership: Younger generations are deeply mission-focused, aligning their professional goals with a strong sense of social impact and environmental responsibility.
- Collaborative Approaches: Unlike traditional hierarchical structures, younger leaders lean into collaboration, emphasizing shared decision-making and team empowerment.
Connecting with a New Generation
By empowering younger leaders, organizations gain the ability to better engage with the values and expectations of new generations. Here’s how:
- Relevance: Younger leaders understand their peers’ lived experiences and can design programs, messaging, and outreach that resonate authentically.
- Credibility: Organizations led by younger executives demonstrate a willingness to evolve and meet the moment, which builds trust with younger stakeholders.
- Sustainability: When younger leaders are empowered, they bring long-term stability by preparing the organization to thrive in a changing landscape.
The Forest Fire Motif: Making Space for Growth
Nature offers a powerful metaphor for leadership succession for all leaders to consider. In many forests, periodic fires clear away fallen trees and bushes, enrich the soil and create space for new growth. Without these fires, the forest becomes overcrowded and stagnant, unable to sustain new life.
Similarly, senior leaders who cling to their positions can inadvertently stifle innovation and limit organizational growth. By stepping aside and empowering younger leaders, they create fertile ground for fresh ideas and transformative progress. Let’s see how this has played out in a real scenario.
Case Study: New Orleans Schools Executive Transition Case Study
This case study examines the leadership transition at Kids Rethink New Orleans Schools, a nonprofit focused on empowering youth to lead systemic school reform in post-Katrina New Orleans. The organization faced the challenge of transitioning from its founding Executive Director while preserving its collaborative culture and mission to nurture youth leadership.
Senior leadership played a pivotal role in the transition, demonstrating a willingness to plan ahead and invest in the development of future leaders. The process included four phases: strategic planning, transparent communication, shared responsibilities, and the formal integration of new leadership. The outgoing leader actively mentored the successor, facilitating knowledge transfer and modelling the organization’s values. Stakeholder input, including from staff, board members, and community partners, ensured alignment with the mission.
Key outcomes included a seamless leadership transition, strengthened governance through succession planning, and a focus on board development to sustain organizational stability. The willingness of senior leadership to intentionally guide and support the next generation of leaders proved essential to maintaining the organization’s impact. This case study highlights the importance of proactive planning, inclusive collaboration, and senior leaders’ commitment to empowering future leadership as critical elements of a successful transition. See this full case study on The Bridgespan Group website.
Practical Steps for Charity CEOs to Become Fierce with Reality
To create space for younger leaders, senior executives must take intentional steps such as:
- Assess Your Impact: Regularly reflect on the outcomes of your leadership. Are you fostering growth or inadvertently stalling progress?
- Mentorship and Coaching: Identify and nurture emerging talent within your organization, providing opportunities for them to lead key initiatives.
- Build Succession Plans: Develop clear, actionable plans for leadership transitions, ensuring continuity and stability.
- Champion Youth Voices: Involve younger leaders in decision-making processes and value their contributions.
- Step Aside Gracefully: When the time comes, recognize that stepping aside is an act of service—one that clears the path for growth and renewal.
The Transformative Impacts of Passing the Baton
When senior leaders embrace the reality of their leadership’s impermanence and make room for younger talent, the benefits are profound:
- Organizational Agility: Fresh leadership fosters adaptability and resilience, enabling organizations to navigate complex challenges.
- Mission Alignment: Younger leaders ensure that programs and messaging remain relevant to new generations.
- Culture of Growth: Empowering younger leaders signals a commitment to continuous improvement and inclusivity.
Conclusions
The phrase “becoming fierce with reality” is attributed to Florida Scott-Maxwell and her book “The Measure of My Days.” I have used her phrase here to illustrate how to embrace the truth of our own impact as leaders courageously and to accurately recognize when it’s time to create space for new growth.
Younger leaders bring the creativity, energy, and perspectives needed to propel our organizations forward, ensuring they remain effective in a changing world. Just as a forest fire clears the way for new life, senior leaders must step back to allow younger leaders to rise, and step forward to develop them. By doing so, we ensure that the missions to which we dedicate our lives will thrive and endure for generations to come.
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Jim Foster is the Chief Operating Officer of the leadership consulting firm Cause Leadership Inc. Jim co-directs a team that has successfully placed and consulted many senior-level leaders for the last 20+ years with a broad spectrum of groups, including many charitable and non-profit organizations.