Ever wondered who will come next? Whether you’re a trustee or a leader of a small group or voluntary organisation, succession planning – planning who will take over when senior figures leave – can feel daunting. But giving careful thought to finding that missing puzzle piece – the person who comes next – is actually one of the most valuable investments you can make in your organisation’s future. Here are some practical steps to help you get started.

Begin by mapping your current trustees’ skills, experience, and planned tenure. Create simple profiles noting each person’s expertise, length of service, and anticipated departure date. This exercise often reveals gaps you hadn’t noticed and helps identify which skills you’ll need to recruit for next.

Look beyond formal recruitment. Consider volunteers, service users, or supporters who might grow into trustee or leadership roles with proper development. Take an ‘apprenticeship’ approach by inviting promising individuals to observe meetings or join working groups. Consider job-shadowing arrangements or gradual responsibility transfers. Remember that leadership skills can be developed – look for commitment and values alignment alongside technical expertise.

Your chair or long-serving trustees hold invaluable institutional memory. Create simple handover documents covering key relationships, historical context, and “unwritten rules” that make your charity tick. This knowledge shouldn’t walk out the door with departing trustees.

Build succession discussions into annual board planning – and don’t forget to record it on your risk register. Regular attention prevents crisis-driven recruitment and ensures continuity of your mission.

Good succession planning isn’t about preparing for the worst – it’s about investing in your charity’s sustainable future.