Executive Transitions in Non Profit Organizations

By

ACKNOWLEDGEMENT

My thanks go out to all who have helped me complete this study and with whom this project may have not been possible. In particular, my gratitude goes out to friends, facilitator and family for extensive and helpful comments on early drafts. I am also deeply indebted to the authors who have shared my interest and preceded me. Their works provided me with a host of information to learn from and build upon, also served as examples to emulate.

DECLARATION

I, [names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

Signed __________________ Date _________________

TABLE OF CONTENTS

ACKNOWLEDGEMENTii

DECLARATIONiii

CHAPTER 2: LITERATURE REVIEW1

Transition in Individual's Career1

Transition Competencies for First Careers1

Essential Transition Competencies for Second Pursuit2

Examining Competencies for Transition3

Past Studies on Executive Transition3

Adult Development Theory4

Life Structure of Transitioned Executives6

Transition Model8

Recognized Careers for Transitions9

Career Development Theory9

Multiple Career Choice12

Career Change as Psychological Development Stages13

Career Plateau15

Democratic Transitions15

REFERENCES18

Chapter 1: Introduction to the Study

Based on U.S. Census Bureau estimates, more than 2.8 million people will reach age 65 in the year 2011; annual increases in those reaching age 65 will consistently rise for the next ten years, surpassing 4 million by 2020 (U.S. Census Bureau, 2008). Finding qualified, motivated leaders to fill all the vital executive positions vacated by this generation is going to present pressing challenges for many organizations, nonprofit and for-profit alike. A 2004 study conducted by Annie E. Casey Foundation (AECF) on the retirement of baby boomers in nonprofit organizations indicate that executive leadership at 55% of the organizations surveyed are at least 50 years of age and 65% of the nonprofit organizations surveyed expect to experience executive turnover from 2010 to 2020. There is a growing recognition that executive transitions are among the most important challenging and powerful opportunity nonprofit organizations will face (Hinden & Tebbe, 2003). The question at hand is this: Are there best practices which can be used to construct an executive transition framework for Boomer led nonprofit organizations? This qualitative research study will examine how stakeholders' (current executives, employees, board of directors) within boomer led nonprofit organizations experienced an executive transition process, depending on how effectively the transition process was planned for and implemented. Research data will be collected using a combination of interviews, questionnaires and archival data review with sufficient safeguards to ensure study reliability and validity. Following the data collection, the study will seek to identify and categorize best practices that may resonate among various stakeholders, within a theoretical framework that may be applicable to effective executive transitions in Boomer led nonprofit organizations.

Background

Nonprofit organizations have a long and varied history in American society (Jackson-Elmoore & Hula, 2001). There are over 1.4 million nonprofits in the United States incorporated as tax exempt organizations) under sections 501(c) -- (f) or 521 of the United States Title 26 Tax Code that provide an array of services (social, ...