Leadership transitions are moments of great opportunity—opportunity for an organization’s leaders to assess strategic priorities, and to ensure they are serving their missions most effectively. Transitions are also moments of uncertainty. Whether an organization is experiencing a planned transition or a more sudden one, they can all benefit from an executive search that aligns stakeholders around a shared vision.
Benefactor Group’s Executive Search and Talent team can help your organization not only survive—but thrive—during your next leadership transition.
Our first step is to understand your organization’s vision for your incoming leader, and from that, create the profile of your ideal candidate. Together, we answer three fundamental questions:
Engaging your stakeholders in this process creates deep alignment to your vision and goals. It also allows us to provide candidates with a realistic preview of your organization. Our process prevents surprises during onboarding and supports long-term retention.
Your candidate pool should reflect the diversity of your organization and the individuals you serve. We identify exceptional candidates by conducting labor market research, building a comprehensive market map, employing online research, and leveraging our national nonprofit and business networks.
We treat your candidates with the highest care and attention—just as you steward your donors. We assess candidates through a series of in-depth behavioral interviews: the first focusing on experience and interest in the role, and the second focusing on alignment with the core competencies for success.
We present a slate of exemplary candidates with the skills, interests, and experience necessary for success. Our team will support you at every step—interview scheduling and candidate stewardship, questionnaire creation, interview training, and decision coaching—through a transparent, equitable process that mitigates the impact of implicit bias. When your finalist has been identified, we complete final reference checks and assist with offer negotiation.
Day one is only the beginning. We will remain a resource to you and your incoming leader, drawing on the strategic planning, governance, and fundraising expertise of our full firm to support your organization’s continued success.
The work and end product produced by our Benefactor team provided substantial savings in time and resource allocation. Their work will enable us to follow a solid plan which will create a stronger Foundation in terms of funds raised and relationships built. Most importantly, the new plan will increase the number of people served who are in need of care and assistance.
The South Dakota Mines Center for Alumni Relations and Advancement (CARA) exists to foster meaningful connections, inspire philanthropy, and champion the enduring legacy of South
As a board member, one of your most important tasks is to hire and evaluate the executive director. Yet many board members find themselves unprepared when faced with an unplanned transition. The board chair often receives a phone call from a leader who has just accepted another opportunity; even if there is a succession plan in place, it can be difficult to know how to proceed.
The first step is to acknowledge that an executive director search is not any ordinary hire: it’s a pivotal opportunity to shape the vision for your organization’s future. The way you respond to the news of an executive’s departure can shape the future of the search and the organization, inspiring confidence and setting forth a vision.
This checklist will help get your search off on the right foot, to engage and align your stakeholders and pave the way for future leadership.
You just lost your leader. Time to commence a search, right? Maybe not. When faced with the departure of a leader, many boards’ immediate response
Get in touch with us using the form below or by calling us directly at 614-437-3000. We look forward to speaking with you!
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