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AcctTwo Blog

Is Hiring for Key Roles a Struggle? Use a Sample Church Succession Plan

If you're finding it hard to hire staff for your back-office, you are not alone. There is increasing news coverage of organizations struggling to hire the staff they need to fill key roles. Businesses of all types state that they are having trouble hiring despite high unemployment. 

And the nonprofit sector is not excluded. In today's blog, we'll share how to use a sample church succession plan to help you keep your back-office moving forward even when hiring has stalled.

Topics: back office succession Planning Not-for-Profit and Faith-Based

Leadership Succession Planning Must Focus On Culture

Culture is so important, and 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. Don’t overlook the cultural component to leadership succession planning – remember people work for people.

Topics: business continuity succession Planning General

5 Steps to Include in the Succession Planning Process

You have risk management processes in place for vital processes within your organization – you should also have risk management processes in place for top talent. Be prepared before chaos happens by undertaking back-office succession planning proactively. Here are the five steps to include in your succession planning process.

Topics: business continuity succession Planning General

Succession Planning Best Practices: Leadership Selection is Key

Earlier this year I attended the Outcomes Conference where I heard Dr. James Galvin give a presentation on Successful Leadership Transitions. In that session, he said that 27 to 46 percent of leadership transitions fail. That’s 1 out 3 leadership transitions that just don’t work. Can  your staff handle that stress? The most expensive hire you can ever make is hiring the wrong person so your back-office succession planning best practices must focus on leadership first.

Topics: business continuity succession Planning General

Succession Planning Examples: How to Prevent Chaos

A proper succession plan for the back-office is often overlooked, but it gives your business a roadmap of what to do next if your organization loses a leader unexpectedly. During the interim while a permanent replacement is being found, finances may not be well-controlled, projects can lose steam, and the business may see a decline. What are some other succession planning examples that could have prevented chaos?

Topics: business continuity succession Planning General

Lessons from Amazon: What is Succession Planning?

Succession planning is extremely important for any size organization. For example, recently Amazon CEO Jeff Bezos announced that Andy Jassy would succeed him as CEO. Overall, in the media, the succession plan was widely accepted. What is succession planning and what can we learn from Amazon?

Topics: business continuity succession Planning General

Church Succession Plan Template: Next Steps

Prov 28:2: “When a land transgresses, it gains a succession of leaders, but with an understanding and knowledgeable man, its stability endures.” Plan earlier than you think. The person with the most time wins, and after leading through a pandemic, who knows how long that will be.

In a post-COVID world I see significant changes in succession planning. I think that there will be unexpected resignations resulting in swiftly planed successions. The stress of the pandemic has been unprecedented. I predict that we’ll start to see leaders resigning in their 40s and early 50s to lead outside the church. Leading through 2020 has had the stress of 10 normal years. They aren’t going to have gas in the tank,” Todd Clark, Senior Associate in Senior Leadership at Slingshot Group.

It’s been a tough year, and I think it’s been hardest on upper leadership. When I spoke to Mark Brown, he mirrored Todd Clark’s comments on leading through COVID. He said, “leading through Hurricane Harvey was tough but leading through COVID has been exhausting. It’s called compassion fatigue. You need to force yourself to practice self-care and take time off. Leaders that make it through the pandemic are going to be a tough bunch”.

From start to finish, talking to so many experts and colleagues has given me so much insight into what a good succession plan looks like, and it is true: if you fail to plan, you plan to fail.

Topics: back office succession Planning Not-for-Profit and Faith-Based

Church Leadership Succession Planning: Red Flags to Watch Out For

When I sat down with Todd Clark, Senior Associate in Senior Leadership at Slingshot Group, we talked about his vast experience with succession planning and what possible red flags you might want to watch out for if you’re in the middle of church leadership succession planning.

Topics: back office succession Planning Not-for-Profit and Faith-Based

The Importance of Church Succession Planning

“It’s always emotional before it’s tactical. Never forget the emotion involved in succession planning,” says Todd Clark, Senior Associate in Senior Leadership at Slingshot Group.

I’m reminded of this bible verse, Proverbs 15:22: “Without consultation, plans are frustrated, but with many counselors they succeed.” The importance of succession planning is not unlike other areas of your organization. It isn’t something that you do every day so relying on a good partner, or many partners, to help you through the process might prove helpful.

Topics: back office succession Planning Not-for-Profit and Faith-Based

Building Leaderful Organizations: Succession Planning For Nonprofits

Sometimes hiring from within is the best option, especially if organizational culture is very important to you. You already know how that person fits, but you need to be careful about promoting only high achievers. Research shows that only 30 percent of current high performers could step into a leadership role, and most employees (more than 90 percent) would have trouble at the next level.

“I was the Controller at a large Church ($55M budget) for seven and a half years and then CFO for the last three years of my ten and a half year tenure,” says Vicki Richardson, Customer Support Supervisor at AcctTwo. “I was well groomed for the CFO job. For two years prior to my promotion, I was included in most meetings and decisions. I felt prepared. After my promotion, I realized I had not done a good job of reproducing myself. I needed a Controller and didn’t have one. The growth of our organization was exponential. I was trying to move us into the 21st century with new software and processes but neglected to reproduce me. So, it took me some time to find a Controller. There was no one on my staff that could step into the position. When I did finally hire a Controller, I included him in all my meetings, decisions, and most correspondence. I wish I could say it was a smooth transition, but it was rough. I gave three months’ notice when moving to AcctTwo and I could have easily stayed three additional months.”

Topics: back office succession Planning Not-for-Profit and Faith-Based