The book Mission Drift (Bethany House Publishers, Feb. 18, 2014) shares this case study and many others. Although it has been a decade since Mission Drift was first published, such cases still abound across faith-driven nonprofits, academic institutions, and businesses.

Mission drift in transition and the need for succession planning

Mission drift happens when an organization moves away from the kingdom purpose God has given it. When Christian organizations drift, their testimony and ongoing eternal impact are compromised. Future stories of holistic transformation in individuals, families, and communities may be lost in the process.

Drift happens gradually over time, or rapidly after transitions.

Drift happens gradually over time, or rapidly after transitions. After a CEO transition or significant board change, an organization’s entire culture can shift in months. Transitions often move an organization off its mission and away from pursuing its long-term vision.

Subjectivity, surrounded by constant external and internal change—including leader transitions and recurring board member transitions—creates an ideal environment for drift.

Avoiding mission and vision drift

Without ongoing intentionality from the board and leadership, an organization’s mission, vision, and values can be undermined. However, there are steps leaders and boards can take to proactively steward the mission and vision.

Of all the practices an organization can follow to avoid drift, one of the greatest vulnerabilities lies in leadership. A weakness observed across sectors and industries is a lack of succession planning.

Preliminary findings from an On Mission Advisors survey during the “Building a Mission Driven Board” workshop at the Alliance’s Outcomes Conference 2024, and offered through the Alliance’s discussion board, show that succession planning is also a growth area for the CLA community as well. Twenty-nine percent of survey participants shared that they had CEO succession plans in place that were reviewed annually. Eleven percent shared that plans were somewhat in place. Of the remaining 61%, no succession plans were in place for 54%, while 7% said they were unsure.

Short-term and long-term succession plans are critical to ensure continuity in leadership. Leadership development efforts are a related success factor that enables mission driven organizations to have a pipeline of competent, mission-aligned leaders ready internally. Steve Woodworth’s recent book, Lost in Transition, (Kingdom Life Publishing, Jan. 1, 2024), highlights transition challenges among Christian nonprofits, along with the opportunities. 

Stewarding the mission and vision through transitions

Without ongoing effort and accountability, mission drift is only a matter of time. Remaining focused on the mission and vision begins with the board. The mission and vision advance when there is a healthy relationship between the board and the CEO.

What remains undefined is impossible to defend and advance. Board members can work with leadership to clarify the core of the organization: its purpose, mission, vision, and values. From there, they can encourage and support leadership as they build alignment through the daily nuances and challenges that will come.

Board members must remain attuned to drift as part of their ongoing fiduciary responsibility to guard the mission. They should watch for this as they plan for leadership transitions and review new policies or programs.

Next Steps

1. Take the Mission Driven online assessment to discern how well-prepared your organization is to advance its mission and avoid drift. This is free to the Christian Leadership Alliance community. If succession planning is an area for growth in your organization, elevate this topic among leadership and the board.
2. To engage your board in protecting the mission and vision, read how the Springs Rescue Mission worked to define its North Star guidance and guardrails policies.
3. Connect with us. As this work and research continue, we invite you to connect and share your experience. You may connect with the author via Linked In or email becca@onmissionadvisors.com.

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Becca Spradlin founded On Mission Advisors, a consulting practice that helps Christian leaders define, protect, and champion what matters most. She specializes in executive facilitation, strategic planning, change management, and organizational assessment, with experience across five continents. She co-authored The Mission True Workbook with the authors of Mission Drift and served as a research fellow with Seattle Pacific University, exploring faith cultivation and drift in Christian-led businesses. Learn about our work and access free resources at www.onmissionadvisors.com.

Learn more about Outcomes magazine.