By Dennis Gulley of the Porch Coaching and Consulting
When a leader leaves an organization—especially an executive leader in a nonprofit or Christian organization—there’s often a wave of emotional reactions. Some people may villainize the leader for what they didn’t accomplish or for mistakes made along the way. Others might go to the other extreme, putting them on a pedestal, and treating their tenure as flawless.
Here’s the thing: neither response is truly fair—or productive.
Leadership is complicated. It’s full of highs and lows, wins and misses, and decisions made in less-than-perfect circumstances. When we paint a former leader as either a saint or a scapegoat, we oversimplify their work, miss the bigger picture, and often hurt the organization in the process.
For nonprofits and faith-based organizations, this issue can feel even more personal. These leaders are often expected to embody the mission and values of the organization, and their departure can stir strong feelings—positive or negative. But the reality is, no leader is perfect, and no leader is entirely at fault for everything that didn’t go right. The truth is usually somewhere in the messy middle.
If you’re a leader still with the organization, how you respond to a former leader’s legacy matters. It shapes your organizational culture, sets the tone for how leadership is perceived, and either strengthens or fractures the mission. So how can we avoid falling into the traps of vilification or deification? Here are a few practical steps to help navigate this transition thoughtfully.
1. Embrace the Complexity of Leadership
Every leader faces challenges you might not have seen from the outside—budget constraints, staffing shortages, unforeseen crises. Similarly, every leader makes decisions that propel the organization forward, even if they don’t make the headlines. It’s important to acknowledge both sides.
Tip: Instead of a black-and-white “legacy review,” take time to assess their tenure holistically. What were their biggest wins? What challenges shaped their leadership? What lessons can the organization carry forward?
2. Show Grace and Gratitude
In nonprofit and Christian leadership especially, grace isn’t just a nice idea—it’s foundational. Leaders are human. They have strengths and weaknesses, just like the rest of us. Showing grace toward a departing leader reflects the values many of us aim to live by.
Tip: Consider hosting a farewell or recognition event for the departing leader. Use it as a chance to celebrate their contributions honestly—acknowledging the highs while being real about the challenges.
3. Focus on the Mission, Not the Person
One of the biggest mistakes organizations make is conflating a leader with the mission itself. Leaders come and go, but the mission stays. When a leader leaves, it’s an opportunity to show that the organization is bigger than any one person.
Tip: Communicate clearly during transitions. Whether it’s through an internal meeting or a public statement, emphasize how the organization is moving forward and how the departing leader contributed to the mission’s progress.
4. Build a Resilient Leadership Culture
If the organization’s success feels tied to one person, transitions will always be rocky. A healthier approach is to foster a culture where leadership is shared, celebrated, and developed across the organization.
Tip: Start investing in emerging leaders now. By equipping others to lead, you create a stronger organization that isn’t overly dependent on any one individual.
5. Model Healthy Communication
What leaders say—and don’t say—about their predecessors sets the tone for how leadership is perceived. If current leaders resort to gossip or criticism, it creates a culture of distrust. On the other hand, glowing over-praise can set impossible expectations for successors.
Tip: Commit to honest, balanced communication about former leaders. Keep your focus on the future, and avoid dwelling on the past.
6. Be Transparent
When a leader leaves under challenging circumstances, it’s easy for speculation to fill the gaps. Transparency helps prevent that. While some details might need to stay confidential, a little openness can go a long way in maintaining trust.
Tip: Share what you can—why the transition is happening, what’s next for the organization, and how the mission will continue to thrive. Transparency builds confidence.
What’s the Bigger Picture?
When we choose to either vilify or deify a former leader, we lose the opportunity to truly learn from their tenure. Every leader—good, bad, or somewhere in between—leaves lessons for those who follow. And the way we talk about their legacy impacts how the next generation of leaders will step into their roles.
For nonprofit and Christian leaders, this is especially critical. Our organizations aren’t just about achieving goals; they’re about living out values. So let’s approach leadership transitions with grace, honesty, and a commitment to the mission.
If you’ve been part of a leadership transition—either as the one leaving or the one staying—what lessons have you learned? How did your organization handle the process? Let’s start a conversation in the comments.
This more balanced and human approach to leadership transitions not only honors those who came before but also sets the stage for thriving futures. Let’s get this right.
