The most recent leadership transition at Planned Parenthood is troubling. In fact, unplanned leadership transitions at national nonprofit organizations, particularly chapter oriented organizations with strong-willed, quasi independent local/regional groups, are often rife with challenges – and unfortunately, not uncommon. The Red Cross suffered over a decade of rancorous leadership changes, some played out in public. The NAACP fired their CEO after less than two years, announcing it in the New York Times. JDRF went through a number of CEO changes before its last CEO, recruited from the board, brought stability and a smooth succession plan. And there are many other, less visibile but no less damaging changes. The abrupt firing at Planned Parenthood is just the latest sad case.
The circumstances surrounding these and other disastrous transitions are varied, but the solution to avoiding such expensive, disruptive and debilitating ruptures are clear:
There is nothing more disruptive to an organization, and costly, than this kind of ‘mistake.’ Boards must take the full measure of the responsibility for avoiding the potential for disaster and put these measures in place.
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