Please note that our offices have moved:

Management Consultants for the Arts, Inc.,
65 High Ridge Road, #128
Stamford, CT 06905

Phone: 203-353-0722
Fax: 203-353-0893



Transition Management

Too often when new leadership is hired, the search committee congratulates itself on a job well done and promptly disbands, leaving the new executive to navigate through the organization’s people and culture alone.

At MCA, we believe that the arrival of a new executive marks the beginning of a critical period when organizational relationships are formed, great plans are made, and new initiatives are undertaken. Each of these activities offers potential for success or for failure. The thoughtful organization prepares by creating a process to manage the transition to new leadership. This can be as simple as designating a mentor for the new executive, perhaps a member of the search committee, or as complex as developing a six to eight month tactical plan for the new executive and the board to jointly implement. Topics to be considered include:

• Open discussion of what the new leader will need to succeed.

• Very clear expectations, quantifiable whenever possible.

• Realistic time scenarios for achieving success including sufficient time to make any desired changes in staffing and operations.

• Willingness of board and staff to see beyond the former leader, especially in the case of a departing founder or long-serving executive.

• Provision of sufficient funds to “launch” the new executive.

How MCA can help?

We work closely with your newly hired leader, the search committee (which should now evolve into the transition committee), and board leadership to develop a management plan that addresses the needs of both the organization and its new leader. As an objective third party, we are able to see potential disconnects before they become issues or problems and offer solutions that work for all involved. We keep in touch with you over a period of several months to offer advice, act as a sounding board, provide additional perspective on issues that may arise, and look for ways to smooth and enhance the transition process.

This service is most often connected with our executive search and recruitment work, but can be offered as a stand-alone option for those clients that prefer to handle their own recruitment and hiring. Either way, ensuring a smooth and successful leadership transition is critical to fulfilling the objectives set out in both succession planning and the search process.