Most associations have no real succession plan for their most important staff role — just an assumption that there's time to think about it later. Later usually arrives with two weeks' notice.
A genuine succession plan isn't about naming a replacement. It's about knowing what the role actually requires, what's currently undocumented in the outgoing CEO's head, and what a credible handover — planned or sudden — would need to look like.
Boards that do this well aren't being pessimistic. They're being responsible to the organisation, regardless of how long the current CEO stays.
If your board has never discussed this, put it on the next agenda — while there's no urgency forcing a rushed decision.
Explore Association Management
Free first step: the the CEO succession framework.
With respect,
Annie