How to Overcome the 15 Barriers to Effective Succession Planning 

Over my 25 years advising funders, I’ve seen how proactive succession planning for foundations can transform their ability to navigate leadership changes smoothly and sustain their mission.

Today, I’m excited to lead my 8th workshop titled “The Simplified Succession Plan: Your Foundation’s Untapped Superpower.” In this session, philanthropy leaders will identify their top challenges from a list of 15 common barriers to foundation succession planning, many of which stem from the misconception that succession planning is only necessary when a departure is imminent.

Addressing these barriers head-on is essential for any foundation committed to long-term impact and stability.

Top 15 Barriers to Succession Planning for Foundations:

1. Overwhelm: The sheer task of creating a succession plan can feel overwhelming or daunting.
2. Avoidance: Conversations about death, leadership change, or trustee term limits are often uncomfortable and, therefore, avoided.
3. Fear: The fear of change, retirement, or the future of the foundation without its current leader.
4. Control: A desire from the CEO, board, or donor to maintain control, often hindering open succession discussions.
5. Unfinished Business: Leaders may want to leave but feel there is still more to accomplish.
6. Lack of Suitable Candidates: The absence of clear successors can stall succession planning.
7. Lack of Time: Succession planning is often deprioritized due to the day-to-day demands on leadership.
8. Cost Considerations: Developing and implementing a succession plan can involve expenses.
9. Don’t Know How: A lack of understanding on how to create or begin the process of succession planning.
10. Complacency: The belief that everything is running smoothly, reducing the perceived need for a plan.
11. Lack of Urgency: Succession planning is seen as something to address later, not an immediate concern.
12. Cultural Resistance: An organizational culture that does not prioritize planning for the future or leadership transitions.
13. Complexity of the Foundation’s Work: The unique and complex nature of the foundation’s work makes it difficult to envision a capable successor.
14. Board or Family Dynamics: Disagreements or lack of consensus among board or family members can impede succession planning efforts.
15. External Perception Concerns: Worry that initiating succession planning might signal instability or uncertainty to external stakeholders.

The Importance of Succession Planning for Foundations

Succession planning is more than just preparing for leadership change—it’s about ensuring the long-term sustainability and resilience of your foundation. Without a well-thought-out succession plan, organizations risk losing their vision, culture, reputation, and operational continuity.

By proactively addressing succession planning, you not only secure your foundation’s future but also empower your team, instill confidence in your stakeholders, and uphold the legacy of your work. The right plan transforms potential disruption into an opportunity for renewal and growth, making it an untapped superpower that every foundation should leverage.

Question for You:

Which of these barriers is holding your organization back from developing a strong succession plan? Email me to let me know—I’d love to hear your thoughts.

If you’re ready to take actionable steps toward securing your foundation’s future, join me for my final Simplified Succession Plan Workshop on September 18, 2024. This complimentary, hands-on session – exclusively for philanthropy leaders – is designed to equip you with the tools and strategies to create a succession plan tailored to your foundation’s needs. You’ll leave with a clear roadmap that can be implemented immediately to ensure long-term sustainability and resilience.

Learn more and RSVP here.