Executives Transition Management and Succession Planning of Non-profit Coursework

Executives Transition Management and Succession Planning of Non-profit Organizations - Coursework Example Starting from planning for the departure of an executive to the entry of a new leader, ETM encompasses three phases that include Prepare, Pivot as well as Thrive. On the other hand, Succession Planning entails the practice of preparing an organization for a leadership change regardless of whether it is planned or unplanned. One of the major aspects that makes Succession Planning an effective strategy is that it entails developing a board succession policy that is essential in providing tactics for enhancing leadership. In addition, as companies emulate the culture of succession planning, they create an important base through which the firm initiates talent development and leadership development. As stipulated by Tom Adams, nonprofits organizations highly value improving leadership through talent management are leadership management. Executives Transition Management in the article by Tom Adams is depicted in one of the food banks in the Midwest. Having been under the leadership of a female CEO whose performance was remarkable; the food bank experienced an expansive growth. When the CEO decided to retire, the board was very worried since they saw high chances of failure. However, through the guidance of the board chairman, the organization sought the help of a local banker who was exposed to ETM (Adams, 2009). This also entailed hiring of an ETM consultant and the formation of a Transition Committee to oversee the implementation of ETM policy. In this regard, the board of directors hired a new executive who was aimed at enhancing the activities of the food bank in its endeavor to fight hunger. As a result of the adoption of the ETM, the organization experienced various benefits. First, it helped in the exit of the founder and the hiring of new executives. In this way, the continuity of the organization activities was achieved.