Make sure the board can confirm interim leadership within days and the organization hears a calm, consistent voice in the first hours.
In Name and Empower Interim Leadership, after the successor is named and readied. Owned by the board.
| Question | Answer |
|---|---|
| Who learns first that the key person is suddenly gone, and how? | |
| Who convenes the board, and how fast can it meet, even by phone? | |
| How does the board formally confirm the acting leader (a vote, an email ratification, a call)? | |
| By when must interim leadership be official (target: within days, not weeks)? |
| Audience | Who tells them | What is said (calm, honest, brief) |
|---|---|---|
| Staff | ||
| Key funders and partners | ||
| The people you serve, if needed | ||
| Board members not yet reached |
A good result means no one has to invent the response in the moment. The board knows how to make leadership official within days, and the first messages are decided in advance so rumor does not fill the silence. Feeds the Emergency Succession Plan.
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