Resource Library
In Part 3 of CLCC’s Board Development Toolkit, we explore why succession planning matters. Succession planning is a critical component of organizational sustainability and growth. Land trusts, like all mission-driven organizations, will inevitably face leadership transitions, whether on the board or within staff and volunteer roles. Planning for these transitions ensures continuity, protects institutional knowledge, and provides an opportunity to bring in fresh perspectives.
Proactively addressing succession helps:
- Build a pipeline of future leaders.
- Avoid disruptions in operations and governance.
- Strengthen the organization’s resilience and adaptability.
While succession planning can feel daunting, it is an opportunity to engage stakeholders, celebrate service, and position your organization for long-term success.
Key Tools for Succession Planning
Getting Started with Succession Planning
Succession plans can be large, organization-wide systems or documents, or simple, role-specific checklists. They can be based on planned events and at a minimum should cover emergency situations. For example, a land trust might identify the upcoming departure of its treasurer and begin planning for succession by immediately beginning recruitment, pairing the incoming treasurer with the outgoing one for hands-on training, and developing a checklist that documents all the necessary procedures, account information, etc.
Examples & Resources:
- Succession Planning: Six Things You Can Do Right Now – Courtesy Conservation Consulting Group
- Emergency Succession for Records & Operations – Courtesy Center for Nonprofit Advancement
Term Limits
Establishing term limits ensures opportunities for a land trust to welcome new voices and perspectives. However, term limits must be implemented thoughtfully to avoid gaps in leadership and institutional knowledge. Strategies include staggering terms so that transitions are gradual, and pairing outgoing board members with incoming members for mentorship. Another key aspect of this cultural change is normalizing a culture of gratitude and celebrating the contributions board members have made to the organization.
Examples & Resources:
- Considerations for Term Limits – Courtesy David Allen, Development for Conservation
- For sample bylaw language related to term limits, please contact CLCC.
Collaboration and Merger as a Succession Strategy
Collaborating with another organization can ensure continuity of mission while leveraging shared resources. In some cases, a merger can be an effective tool for succession planning, especially for smaller or resource-constrained land trusts. Mergers also provide opportunities to combine leadership, expand impact, and increase organizational capacity.
Examples & Resources:
- Advanced Collaboration and Merger Assistance Program – a CLCC program that supports land trusts in exploring and implementing advanced forms of collaboration, including mergers. Contact us to learn more.
- Collaboration & Merger Resources – from CLCC Resource Library
- Collaboration & Merger Resources – from the Land Trust Alliance Resource Center
- Engaging with Partners – Courtesy Megan Motil, Parallel Solutions
Additional Succession Considerations
- Leadership Development: Regularly identify and train potential leaders within the board and staff.
- Emergency Planning: Have contingency plans in place for sudden departures of key leaders.
- Diversity and Inclusion: Use succession planning as an opportunity to broaden representation and perspectives within leadership.
- Institutional Knowledge: Document key processes and relationships to ensure seamless transitions.
We’re Here to Help!
The Connecticut Land Conservation Council is committed to supporting land trusts in all phases of board development, including succession planning. Contact us to learn more about our programs and how we can assist your land trust in achieving its goals. Whether it’s a Boardroom Briefing or a tailored visioning session for your land trust, CLCC is here to help.