In many large organizations, it can take up to a year to replace the executive director. A succession plan will identify and prepare another staff person to maintain the relationships and momentum of the CDC in the short-term while the search for a new director commences. A succession plan should define the process and timeline for the search and recognize that a new executive might need a different set of skills than the previous one as the organization moves forward. Succession planning is also important for boards. A sudden lack of leadership or continuity on the board is like a ship without a rudder.
Someone needs to be ready to step in when a volunteer leader leaves.
For a board chair, this person is often the vice-chair. Someone also needs to be prepared to take over from the treasurer, who is responsible for the fiduciary health of the organization. There is a learning curve involved in being treasurer for a multi-faceted CDC, and an assistant treasurer is more likely to be able to step in than someone who has only been a general board member. In many CDCs, strategic decisions are made by the executive director, with input from the board. That equation should be reversed.