Frequently asked questions

Nonprofit boards, CEOs, and executive directors. Some organizations come to us to plan ahead; others are already in the middle of a change and need a steady partner through it.

Well before a departure is on the calendar. Planning during a period of stability gives boards and staff room for clear thinking, and it signals that the mission is built to outlast any one leader. Two years ahead is not too early; a year ahead is a comfortable rhythm.

Succession planning is the work of building leadership and talent continuity before a transition happens. It means having clear policies and a values-based plan for both planned and unplanned departures, and strengthening the HR practices that help you attract, develop, and keep strong people.

Search and leadership transition support engagements are delivered in partnership with EOS Transition Partners, so boards get full search and transition support alongside Coda's planning and coaching work.

Engagements are scoped as flat project fees — never a percentage of your new leader's salary. Every plan is tailored to your organization's size, stage, and needs.