Romans 8:28 ESV: “And we know that for those who love God all things work together for good, for those who are called according to his purpose.” Faith-based organizations take great pride in the culture that they cultivate (rightfully so), and that shouldn’t be overlooked in the hiring process – especially for succession planning in nonprofit organizations.
Deloitte found that at least 30 percent of newly hired executives fail in their first 18 months—mostly because of poor culture fit. So, a stronger organizational culture due to an enhanced ability to advance leaders who embody the organization’s stated beliefs might be a better fit overall.
“Culture really does matter, especially during a crisis,” says Mark Brown, CEO at West Houston Assistance Ministries. “When COVID first hit Texas, I spent the first six weeks on the frontline. I got my hands dirty. I wanted to show my team how much I cared for them. Great leadership is about setting the right culture through example. In a crisis, leaders need to be seen.”
Some of the most successful succession planning I’ve seen has included all members of the staff. With complete team involvement, it is more likely that the new leader will be a cultural fit. I asked our HR Manager, Amanda McNeil, about some of the tools we use at AcctTwo to help ensure that someone is a good cultural fit. “We use the DISC assessment at AcctTwo. It is a non-judgmental tool used for discussion of people’s behavioral differences. It has been successful for our team and we’ve implemented it with all new hires. It allows us to really understand how that person is going to work and how well they will work with our existing team.”
DISC assessments can help you improve:
- Self-Knowledge: Learn how you respond to conflict, what motivates you, what causes you stress, and how you solve problems
- Building Relationships: Recognize the communication needs of team members
- Better Teamwork: Be able to teach productive conflict
- Effective Management: Understand the dispositions and priorities of employees/team members
DISC isn’t the only tool out there. Culture Index and Style of Influence (now Team Sight) are also great options. “Culture is so important. We use Culture Index at Concord Church and we used Style of Influence at Preston Trail. It doesn’t necessarily gauge intellect, instead it measures whether or not someone will be a good fit for your team and ensure that it is well rounded,” said Tammy Bunting, CFO at Concord Church.
Don’t overlook the cultural component to succession planning – remember people work for people.
Download the full eBook: Succession Planning for the Back-Office
In our eBook, we dig into the importance of succession planning and discuss why it is so critical. We provide stories and statistical data to help you clearly understand the necessity of nonprofit, faith-based succession planning.
In our eBook we cover the following topics:
- The Purpose of Succession Planning
- The Importance of Good Leadership
- Culture Really Matters
- What You Need to Know About Hiring Millennials
- Hiring from Within
- Succession Planning for the Back-Office
- Red Flags to Watch Out For
- What’s Next?