There has been an increase in nonprofit executive transitions.
Succession planning is of utmost importance for nonprofits to have a smooth transition from one chief executive officer to another. I wrote about this in a blog this spring: Succession Planning
In Transition, a very good article by Stephanie Cory, lists 7 warning signs if you are considering a job offer from an organization:
1. The outgoing executive is involved in the interview or selection process.
2. The board has not created a written transition plan.
3. The outgoing executive does not have a new job or retirement fully planned.
4. The job was the outgoing executive’s life and the core of his or her self-esteem.
5. The current financial statements—both profit and loss statements and balance sheets—are not shared willingly with a finalist for the position.
6. The organization has experienced recent turnover in executive staff positions or board leadership.
7. The incoming executive will be following a “legacy leader.”
These are red flags and as Ms. Cory writes “…turn down the job offer.”
Another blog related to this topic: 12 Questions Job Seekers Should Ask—and Nonprofits Should Be Able to Answer