The Art of the Off-Ramp
Your Board of Directors Needs an Exit Strategy
We spend a lot of time talking about how to recruit great board members. We discuss strategies for onboarding, building engagement, and board training. But we also need to talk about the part that may feel the hardest… knowing how to build and lead a board exit strategy. Board members should act as a sounding board, fundraising board, and as ambassadors for your organization. An exit plan helps your members to ensure that they are giving their all and meeting their responsibilities during their tenure.
What does a healthy board member relationship look like?
Organization engagement (committees, event attendance, donor, advisory)
Board recruitment
Onboarding that includes clear expectations from both sides
Member Engagement
Ongoing training
Succession planning
Departure from the board
Re-engagement with the organization
Too often, nonprofits avoid planning for transitioning board members out of their roles, but that is a critical part of maintaining a healthy, effective board. Here’s why:
Board Fatigue is Real: Nonprofit board service is a commitment—one that requires time, energy, and often financial contributions. Over time, even the most dedicated members can experience burnout. If there’s no natural exit point, board members may start disengaging without officially stepping down.When board members know there’s an expectation for eventual transition, they stay engaged during their tenure. They’re more likely to set and achieve meaningful goals, knowing their time on the board isn’t indefinite. A structured off-ramp helps keep your board energized and ensures that members leave on a positive note, rather than quietly fading away.
Fresh Perspectives Keep Your Board Strong: Boards thrive when they have a mix of experienced leaders and fresh perspectives. If members stay on indefinitely, your board can become stagnant, and decision-making may start to feel like an echo chamber. The solution is not to grow the size of your board to avoid exiting existing members, but rather to ensure that you are creating space for new voices to join the conversation, bringing fresh ideas and new energy. If you simply grow the size of your board, board leadership is hard to shift to new members that have new ideas, strategies, and experiences that you would benefit from.
Succession Planning Starts Early: Strong nonprofits don’t just fill board vacancies when they arise—they plan for leadership transitions well in advance. By normalizing board departures, you create a culture where recruitment and succession planning are ongoing efforts. Ask board members to identify and mentor potential successors before they step down, so there’s always a pipeline of engaged leaders ready to step in.
Departing Board Members Can Be Your Best Advocates: Just because someone steps off the board doesn’t mean their relationship with your nonprofit ends. If their exit is handled well, they can become major donors, committee members, brand evangelists, or even future board members again after a break. A structured exit process—complete with an exit interview, a recognition of their service, and an invitation to stay involved—turns former board members into lifelong champions for your mission.
It Creates a Culture of Accountability: A limited tenure on a board ensures that board members think about joining the Executive Committee, are committed to their give/get and plan for the legacy they want to leave on the organization. Holding semi-annual individual meetings with each member, the board chair and the CEO in which you discuss the board members personal, professional and organization-based goals (much like a healthy review process) is key to this. This also makes difficult conversations easier—if a board member isn’t fulfilling their responsibilities, there’s already a process in place for an amicable transition.
So, How Do You Build an Exit Ramp?
Set Term Limits – Standard best practice is two consecutive terms of 2-3 years each. This allows for continuity while preventing stagnation.
Invest in succession planning – Existing board members can help recruit new members, train and mentor them, and support them as they move onto the board.
Create an Offboarding Process – Exit interviews, thank-you events, and continued engagement opportunities keep board alumni connected.
Encourage Ongoing Involvement – Former board members can serve on advisory committees, help with fundraising, or mentor incoming members.
Normalize Transitions – Talk about board turnover as a healthy and expected part of your governance strategy, not a disruption.
A thriving nonprofit board is one that evolves by investing in a life cycle that is clear and engaging. Don’t be afraid of the clear and intentional exit path; rather see it as an avenue to strengthen your leadership, create space for new ideas, and build a culture of engagement that extends well beyond a single term of service.
Thinking about your own board structure? Let’s talk about how to create an exit strategy that works for you. Reach out to The Benson Agency—we’d love to help.
