In this edition: Succession Planning for Nonprofits
Welcome from Dr. Karna Cohen
We are delighted to welcome you to our inaugural Oxford HR Americas region Newsletter!?
The quarterly Americas newsletter will share?relevant market research and new findings across our organization. Drawing upon our Americas team’s decades of multi-sector, industry expertise, we aim to communicate key insights across the executive recruitment, leadership, and organizational change landscape. ?
Please reach out if you have any questions or would like a quick chat to understand more about our services across the Americas and the globe. ?
We look forward to hearing from you and sharing more of our insights!?
Very best,
Karna
Organizational Challenges facing Nonprofits across North and South America: Our Findings
The Oxford HR Americas team conducted a survey to learn more about nonprofits’ needs, challenges, and priorities in the coming year. Here are some highlights of what we learned about succession planning.?
Leadership, Management, and Succession planning are the top three challenges nonprofits across North and South America cite.
Leadership, Management and Succession Planning are cited as the top three challenges organizations across North and South America are facing, with succession planning being the number one challenge among NGOs in Latin America (Oxford HR Americas). Further, among leadership and management priorities, Executive Recruitment is cited as the top priority. These findings suggest a critical need for more robust internal and external succession planning to ensure seamless leadership transitions and maintain organizational stability and growth.?
70% cite driving organizational strategy; culture and purpose; leadership development; and creating inclusive and sustainable organizations as spending priorities for 2024?
Our 2024 research shows that 70% of organizations are prioritizing spending on strategy, culture, leadership development, and inclusive, sustainable workplaces. This trend underscores a growing recognition of the importance of aligning business practices with broader strategic goals and societal values. By investing in these areas, organizations aim to enhance their competitive edge, attract and retain top talent, and ensure long-term sustainability and inclusivity within their operations.?
Post recruitment support for climate-focused organizations?
A striking 83% of organizations working in the climate space identify a lack of post-recruitment support, including onboarding and coaching, as their primary recruitment challenge. he importance of post-recruitment onboarding and coaching for executive leadership bears reinforcement. Yet, leadership transition coaching need not be limited to incoming leadership. Organizational and team coaching and planning, both in the run up to and the aftermath of executive recruitments are crucial for organizational sustainability and successful transitions.?
What our clients are saying
“In a mission-driven organization, being poised for the future is always an asset. Succession planning ensures stability and should be top of mind for every CEO and board of directors, not just in terms of future candidates for your management team and key staff, but particularly for your own role. What kind of leader will the organization need to progress? Do you see prospective candidates among your current team that you can cultivate and mentor, and, if so, what other senior leadership team changes might that trigger? Leaders of non-profits regularly create growth plans that consider possible shifts in external forces such as the industry landscape, legislation and policies, and donor mindset. The question of what’s next should also include a potential future CEO, even if the current CEO plans to be in post for the next decade or more.”?
Erin Ganju, Managing Director at Echidna Giving and Dr. Geetha Murali, CEO at Room to Read
Industry Insights
With succession planning emerging as a top concern, especially as many organizations face the retirement of baby boomers and the need to replace executive-level positions, only 27% of nonprofits report having a formal succession plan in place, highlighting a critical area for improvement (Plante Moran).
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Oxford HR Insights: How does succession planning differ between the nonprofit and the corporate sectors?
Succession planning is a crucial element for organizational sustainability and growth, irrespective of sector.?
Additional Resources
Oxford HR in the Marketplace
Curious to know what your future global workforce is expecting of you? Stay tuned for our upcoming survey findings…??
Do you want to find out more about how organizations like yours are implementing succession planning strategies? Join our exclusive roundtable of nonprofit and purpose-led professionals and learn from your peers. ?Sign up here.
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What our clients are saying
“Thank you sincerely for your collaboration and your expertise throughout this process – the IEOAC is a crucial part of UNAIDS governance and we are pleased to move forward with such a strong Committee. We continue to hear positive feedback about the quality of the final candidates and reiterate our appreciation to Oxford HR for this excellent search process.”?
Morten Ussing, Director, Chief of Governance and Multilateral Affairs, UNAIDS?