the ETM model

A study of executive tenure and transition in Massachusetts, Rhode Island, and Connecticut compared to the rest of the nation.
Suzanne Maas
Leadership Transitions

Gail Randall
Greater Worcester Community Foundation

Approximately 10% of all nonprofit executive directors turn over each year, some planned, many unplanned. And that percentage is increasing as more and more baby-boomers reach retirement age. Leadership Transitions practices and promotes the three-phase Executive Transition Model (ETM) to help nonprofits deal with the turbulence of leadership change, build capacity during leadership change, and hire a new leader that is likely to succeed.

ETM, developed by William Bridges, is a three-phase, holistic process that assesses the strengths and weaknesses of the organization, finds common vision among board members and staff, and evaluates opportunities before the organization begins the search for its next executive. The three phases of transition are A Good Ending, The Neutral Zone, and A New Beginning.
Change and Transition
To begin, it is important to understand the critical relationship between change and transition. Change is the external modification of a known situation – new office, new job, different procedures, new boss. Transition is the internal, emotional process that people go through to adjust to change.

Simply put, if transition does not occur with change, it is unlikely that the change will be successful.

Leadership Transitions uses the three phases of the Executive Transition Model to help nonprofits manage both the change process and the transition process as they replace their leader.
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