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Succession Plan Adopted by the Board January 6, 2010, For Board 3/29/18 A change in executive leadership is inevitable for all organizations and can be a very challenging time. It is also an opportunity
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01
Identify the key stakeholders of the community foundation.
02
Determine the purpose and goals of the succession plan.
03
Conduct a comprehensive assessment of the current leadership and talent within the community foundation.
04
Identify potential successors for key leadership positions.
05
Develop a timeline and transition plan for the succession process.
06
Create a communication strategy to inform all stakeholders about the succession plan and its objectives.
07
Establish a system for mentoring and developing potential successors.
08
Ensure transparency and fairness in the succession process.
09
Review and update the succession plan periodically to adapt to changing circumstances.
10
Monitor and evaluate the effectiveness of the succession plan in achieving its goals.

Who needs succession-plan-for - community foundation?

01
Community foundations that want to ensure smooth leadership transitions.
02
Community foundations that strive for long-term sustainability and continuity.
03
Community foundations that recognize the importance of developing future leaders.
04
Community foundations that aim to maintain strong relationships with donors and stakeholders during leadership changes.
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Succession plan for a community foundation is a detailed strategy outlining how leadership roles will be transitioned in case of unexpected events or changes in key personnel.
Community foundations are required to file a succession plan to ensure continuity and stability in governance and operations.
Succession plans for community foundations should be filled out by outlining key positions, responsibilities, potential successors, and transition procedures.
The purpose of a succession plan for a community foundation is to mitigate risks associated with sudden changes in leadership and ensure the organization's sustainability.
Information such as key leadership positions, identified successors, transition timelines, and communication strategies must be reported on a succession plan for a community foundation.
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