Moving into transition gear

Feels like transitioning from the ED role is somewhat like watching a baby grow. The first week - everything is new and different...so much to comment on, and many people commenting about every little change. After a bit though (usually, in my experience as a mom, at about 3 months), things feel a little slow and predictable again. In some ways that's what this time of transition feels like. The big news has now been absorbed into the fabric of our organization, and the basic elements are in place to move ahead.

We've got the transition committee tweaking the job description for my successor - a much more detailed document than the job description I have been working within. That makes sense - now that the organization is 12-people strong, it's time to be clear about respective roles and responsibilities, and to identify what unique strengths, talents, and focus will be needed for the new ED.

The committee sent out an online survey to board, staff, advisors, key donors and a few selected members asking for input on which skills and priorities should be taken into consideration in selecting the new Executive Director. From there to a job posting? Shouldn't be too long.

But the Committee is also more realistic than I am - they asked me if I could postpone my December 31st exit date in case the search takes longer than expected. As much as I am ready to find new adventures, I am not willing to leave my organization unattended - so I am making plans that allow me to stay on at least part time for a bit longer - just in case.

I find myself working really hard to hand over decision-making and projects to other staff - trying to back out of being the lead. My image of myself as transitioning ED is of a person sitting on the back of a sailboat - watching staff take turns at the wheel, nodding and smiling and providing praise and direction, but being close enough to the wheel and the lines in case I am needed to steady the ship.

More about the sailing metaphor another day.