Onboarding a New Nonprofit CEO – Tools and Activities

You have just hired a new senior executive. Congratulations! Now what?

When the search activities conclude, the transition continues and a well-planned onboarding process is critical. In the best scenario, a transition task force (which might be the search committee) will have contact with the new executive in the period from offer acceptance to first day on the job. Having a plan for this “in-between” time will make onboarding go more smoothly. It will also permit the transition task force to discuss onboarding with the new executive to learn what she/he would like included.

Onboarding a new nonprofit executive may seem daunting. Depending on the size and complexity of an organization, it may be. A nonprofit organization should always have a plan for orienting new staff. For a senior position, it would likely need to be enhanced to match the magnitude of the role. Thinking through the high-level expectations for the new executive leads to a sharp focus on the goals for onboarding and thus, the related tools and activities that are part of it.

Onboarding a New Nonprofit CEO

Welcome to Your (New) World!

It’s 7:00 p.m. on Saturday night. The doorbell rings. You open the door and greet your dinner guests. You say, “So glad to see you! The coat closet is over there (pointing). Make yourselves at home. Just go in the kitchen, I think there’s some wine and some food. You’re smart, I know you’ll figure it out and cook up something. I’m going to run upstairs and take a shower. Back soon.”

It’s difficult to imagine inviting guests over with such little forethought. What would Miss Manners say about this inhospitable “hello”?