How to Navigate Leadership & Team Transitions with Intention & Care
Managing leadership exits, team transitions and organizational change
Leadership transitions are inevitable, yet many organizations struggle to navigate them with intention and care. Whether planned or unexpected, these moments of change bring unique challenges—misaligned intentions, organizational grief, and shifts in morale. However, with the right strategies, social purpose organizations can turn transitions into opportunities for growth, stability, and stronger leadership.
In this session, Naomi Hattaway, an expert in navigating workplace transitions, shared practical tools, strategic insights, and real-world examples to help organizations prepare for and manage team changes. From succession planning and communication strategies to honouring past leaders and maintaining morale, this conversation emphasized the importance of proactive planning and intentional transitions.
If your organization is preparing for leadership changes, experiencing team turnover, or looking to create a culture that embraces transition, this session offered a roadmap to navigate change effectively while keeping your mission at the center.
Top Takeaways
1. Plan transitions strategically, not reactively
Too often, organizations only address transitions when a key leader resigns, is terminated, or experiences a personal crisis that requires immediate leave. Being reactive creates instability and added stress. Instead, nonprofits should proactively develop succession plans, knowledge transfer systems, and transition policies before they are needed.
“Succession planning shouldn’t signal that someone is leaving—it should be a sign of organizational health.”
Action step: If your board is hesitant about succession planning, frame it within organizational growth and risk mitigation rather than as an immediate departure plan.
2. Acknowledge the emotional impact of transitions
Change brings uncertainty, and it’s common for transitions to trigger grief, anxiety, and fear among staff. Leaders must recognize that emotions will surface and create spaces for open conversations rather than ignoring the discomfort.
Action step: Host internal discussions about workplace transitions and grief. A simple team check-in, lunch and learn, or reflection session can help staff process change in a healthy way.
3. Communicate transparently throughout the process
Uncertainty fuels speculation and mistrust. Having a clear communication plan ensures that staff, board members, funders, and stakeholders stay informed and engaged.
Action steps:
Develop a one- or two-sentence transition statement that staff can use when discussing the change.
Assign a point person to gather questions, relay information, and provide reassurance during the transition.
Share realistic timelines so the team knows what to expect.
4. Keep the mission at the center during transitions
Leadership changes often disrupt organizational focus, leading to shifts in priorities, delays, or uncertainty about strategic direction. Reaffirming core values and mission during transitions keeps the team aligned.
“Use transitions as an opportunity to reinforce your organizational values.”
Action step: Reflect on how your values show up in transitions—whether it’s transparency, community-first approaches, or shared decision-making.
5. Engage the board appropriately
Boards play a critical role in leadership transitions, but their level of involvement should be strategic. While they should be engaged in executive transitions, not every staff departure requires board intervention.
Action steps:
Boards should have a clear role in executive transitions but avoid stepping into operational functions.
If a board member takes an interim leadership role, they should resign from the board first to prevent governance conflicts.
6. Preserve institutional knowledge
When staff leave, they take critical knowledge with them—everything from historical context and funder relationships to operational procedures and key contacts. Without proper documentation, transitions can lead to major disruptions.
Action steps:
Use knowledge transfer templates to document processes, key contacts, and important historical insights.
Encourage team cross-training to ensure no single person holds all critical information.
7. Honor and celebrate departures
Many organizations fail to acknowledge the contributions of departing staff, leading to resentment or negative feelings. Taking time to celebrate, recognize, and express gratitude can foster goodwill and strengthen alumni networks.
Action steps:
Host farewell gatherings or create legacy recognition moments.
Provide public acknowledgment on LinkedIn or internal newsletters (if the person is comfortable with it).
Offer alumni engagement opportunities, keeping former team members connected.
8. Support new team cohesion after a transition
When a new leader or team member joins, clear expectations and onboarding are essential. Organizations must create opportunities for new teams to align, build trust, and clarify decision-making processes.
Action step: Implement a decision-making matrix to clarify who makes which decisions and how feedback is incorporated.
9. Address funding implications proactively
Many funders are deeply invested in leadership transitions. Nonprofits must be proactive in communicating changes, ensuring funding stability, and using transitions as opportunities for strategic fundraising.
Action step: Consider framing a transition as a funding opportunity, highlighting how investment in leadership can stabilize the organization.
10. Evaluate transition effectiveness for future improvements
Every transition is a learning opportunity. Organizations should reflect on past transitions, identify lessons learned, and adjust their approach to improve future leadership changes.
Action steps:
Collect feedback from staff and board members.
Develop metrics for measuring successful transitions, beyond just retention.
Assess how well transitions align with organizational values and goals.
Your Questions, Answered
What exit rituals help make transitions feel good for both sides?
Create a legacy project that honours the outgoing leader’s contributions.
Provide opportunities for staff to say goodbye, either informally or through a structured event.
If layoffs occur, consider a public support document to help those affected find new roles.
How do we prepare for leadership transitions without destabilizing the organization?
Normalize ongoing discussions about transitions so they aren’t seen as crises.
Encourage internal promotions by providing professional development for future leaders.
Develop a leadership transition toolkit to support smooth handovers.
How do we navigate knowledge transfer and mentorship?
Record Loom videos demonstrating key tasks and workflows.
Implement shadowing opportunities where staff can observe colleagues before they leave.
Use password managers and centralized documentation tools to ensure key information remains accessible.
How do we address team grief when someone is laid off?
Provide space for staff to process emotions—even a short check-in can help.
Offer practical support, such as sharing contacts for future job opportunities.
Communicate openly about why changes are happening to prevent misinformation.
What’s next?
Leadership and team transitions don’t have to be chaotic or destabilizing. With intentional planning, transparent communication, and a culture that embraces change, organizations can navigate transitions smoothly while strengthening relationships and mission alignment.
To access Naomi’s team transition readiness assessment and other resources, visit her website.
For what’s coming up next in The Good Growth Company’s series, visit the 10 Things page here.
