Nonprofits today are navigating unprecedented challenges. Disruptions in public funding, rising operational costs, and increased demand for services are forcing organizations to rethink their strategies for sustainability. For many boards, hiring a new CEO is no longer a routine leadership transition—it’s a pivotal opportunity to prepare the organization for vital change and long-term resilience.
To succeed, boards leading a CEO search must be bold, inclusive, and future-oriented to secure a transformative leader who can effectively navigate these complexities and ensure sustainability. Based on current trends and real-world lessons from across the sector, here are seven practices to help nonprofit boards find a game-changing CEO who can lead effectively through complexity and change.
- Start with Strategic Clarity
- Engage the Board Deeply
- Broaden the Candidate Pool
- Prioritize Adaptive Leadership
- Asses the Cultural and Strategic Fit
- Set Up the CEO for Success
- Communicate Regularly
Now, let’s dive into each of these practices in more detail.
Start with Strategic Clarity
- Before launching a search, the board must ask: What kind of change are we seeking? Whether the goal is to scale impact, increase funding, revitalize culture, or reimagine strategy, clarity and planning on desired goals and outcomes will shape the CEO profile.
- A CEO search is not about filling a seat, it’s about charting the future. The most effective searches begin with the board aligning around current and future needs for strategic clarity, and then What competencies and experiences in a CEO do we need most to get us there?
Engage the Board Deeply
- Transformation doesn’t start on the CEO’s arrival—it starts first with transforming the board’s mindset on how the organization can be more innovative on all levels. A well-composed, future-focused search committee should include board members who are willing to challenge old assumptions, engage in hard conversations, and prioritize the long-term health of the nonprofit’s mission.
- Bringing in an external advisor or facilitator with experience in nonprofit innovation and transition can help ensure the process surfaces the right questions—not just the usual answers.
Broaden the Candidate Pool
- A game-changing CEO may not look like the last leader at all. Some of today’s most effective nonprofit leaders come from social enterprise, fundraising, impact investing, or even private sector roles. The common thread is not their resume—it’s their unwavering commitment to purpose, adaptability, and systems thinking.
- That’s why boards should intentionally seek out mission-aligned innovators, even from nontraditional backgrounds. Rather than focusing on traditional qualifications, look for a leader who has the vision and track record of growth and resilience to fit within the fast-changing nonprofit landscape.
Assess for Cultural and Strategic Fit
- Culture can make or break a leader. Beyond references and resumes, organizations should use scenario-based interviews and values-driven dialogue with lead finalists to gauge how they make decisions, handle conflict, and navigate. Invite finalists to meet board members in a casual setting to assess their personality, interpersonal skills, and how they might fit within your culture.
- You want a CEO who not only aligns with your mission and culture—yet a leader who can build the trust and alignment necessary to make transformation possible.
Set Up the CEO for Success
- The hiring decision is just the beginning. Transformative leadership requires sustained time, support, and feedback to build trust. A thoughtful six-month onboarding plan with a structured 90-day strategic engagement process can help a new CEO build early momentum and credibility.
- Onboarding support is particularly crucial if the hire comes from outside the nonprofit sector, or if they are following a founder or long-serving leader.
Communicate Regularly
- The search process itself should model the kind of leadership the organization aspires to. Transparency builds trust. Regular updates to staff and stakeholders can dispel rumors, set clear expectations, and inspire confidence in the board’s vision and search process.
- Done well, a CEO transition is more than a personnel change—it’s a moment to reaffirm values, galvanize the mission, and recommit to an organization’s future success.
The right CEO can transform more than an organization—they can reshape what’s possible for the communities they serve. Yet finding the right leader for these challenging times requires intentionality, a process rooted in purpose and instilling courage for most nonprofit board leaders. For boards willing to do the hard work, the payoff isn’t just a great CEO hire—it’s a revitalized organization ready for its next chapter of growth and success.
Campbell & Company is a national consulting firm that supports nonprofit organizations in creating greater impact through executive search, fundraising, communications, and strategic information services. Since 1976, Campbell & Company has helped over 2,500 clients grow their fundraising results through an integrated approach. In addition, our award-winning executive search team brings a record of success in placing exceptional leaders across the nonprofit sector.
About Dan Nevez Dan Nevez has more than 30 years of professional experience in higher education, arts and cultural institutions, and retained executive search. As a search consultant, he has...
