Most organizations start looking for people once a seat is already empty. That is too late.
One of my tips for successful hiring is what I call the Rule of Three. It should be a priority for every employee to develop and carefully maintain a list of at least three people who would be a good fit to work within your organization. Being reminded to do this makes people more alert in meetings, on the road, and in social situations with friends or colleagues.
This applies to all positions, not just senior staff and managers. Seats open up faster than most plans assume. Over a period of two years, nonprofit C-suite turnover can reach 25 percent or more.
That includes the next leader of your organization.
I kept a list like that for key roles going back to the early 1980s. And not only for the top job. For every level.
The chief executive is in a unique position to name three people who could fill their shoes. Here is the part that usually goes missing. A list only you have seen does the organization no good on the day you are not there. The board should ask for those names, and should keep asking.
This week: write down three names for your own job, then send the list to your board chair.
Two questions:
Can you name your three right now, without looking? If not, how will you go about identifying three prospects?
When did your board last ask you for a list?
If your board has never asked for this list, send this newsletter to the person (or people) who should be asking. That is the whole ask this week. The free Applied Wisdom booklet is there if they want more. It is free, and it always will be.