Overview
Succession planning isn’t just about preparing for retirement—it’s about building resilience. For many small and mid-sized cooperatives, leadership and staff turnover can threaten operations and erode institutional memory. This best practice offers a roadmap to ensure seamless transitions by proactively cultivating leadership at all levels.
Core Tactics:
- Identify key positions and roles. Focus on leadership, technical, and member-facing roles critical to continuity.
Succession Planning Worksheet:
| Step | Description | Completed (Y/N) | Notes |
| Identify key roles | What positions are mission-critical? | ||
| List potential successors | Who could step into each role temporarily or permanently? | ||
| Define knowledge transfer needs | What training or documentation is needed? | ||
| Schedule mentorship timelines | When and how will succession candidates be supported? | ||
| Communicate plan with board | Align stakeholders and secure buy-in |
Download Succession Planning Worksheet (Google Doc)
- Document core processes. Create SOPs and training manuals so knowledge is shared, not siloed.
- Create a leadership pipeline. Identify high-potential staff and provide learning opportunities and mentorship.
Staff Talent & Leadership Tracker:
| Staff Name | Current Role | Potential Future Role | Leadership Skills (1–5) | Development Plan Exists (Y/N) | Notes |
| Ava Torres | Operations Lead | General Manager | 4 | Yes | Shadowing GM, in mentorship |
| Malik Roy | Member Services | Team Lead | 3 | No | Recommend skills workshop |
Download Staff Talent Tracker (Google Sheet)
- Engage the board early. Boards play a vital role in CEO transitions—include them in early planning.
- Plan for emergencies and long-term transitions. Develop both contingency plans and long-term development strategies.
Role Prioritization & Risk Assessment Matrix:
| Role | Mission Critical (Y/N) | Current Backup Exists (Y/N) | Risk Level (Low/Med/High) | Notes |
| General Manager | Yes | No | High | Retirement planned Q4 |
| Finance Officer | Yes | Yes | Medium | |
| Communications Lead | No | Yes | Low |
Download Role Prioritization Matrix (Google Sheet)
Emergency Transition Plan Template:
| Scenario | Interim Lead | Key Contacts | Communication Plan | Notes |
| Sudden GM Departure | Board Chair | HR, Legal, Finance Lead | Email to staff, members, update website | Interim plan in place |
| Unexpected Leave of Absence | Deputy Director | IT, Member Services Lead | Temporary duties reassigned, weekly check-ins | Training coverage needed |