Time’s Up—Why Year-End is the Right Moment to Exit the Board

If you’ve been clinging to your board seat like it’s the last folding chair at a cookout, this one’s for you.

The end of the year is a natural time to take stock—budgets wrap up, new officers take over, and plans reset. It’s also the perfect moment to make room for new voices, ideas, and energy.

Stepping aside isn’t quitting—it’s leading with purpose.

First, the receipts: what the data says.

• Most nonprofits give board members set terms, but not all limit how long someone can serve. According to BoardSource, 95% of boards have defined terms, and a little more than half (54%) set a maximum—usually two back-to-back three-year terms.

• Other research backs this up. A CAPTRUST study found about two-thirds (66%) of endowments and foundations have official term limits, with the same “two three-year terms” model being the most common.

• Why does this matter? BoardSource’s Leading with Intent study shows that planned turnover keeps boards healthy and engaged. Term limits help boards stay diverse, avoid burnout, and give under-engaged members a dignified way to move on. In short, term limits keep boards fresh on purpose.

Renewal isn’t just nice, it’s strategic.

Healthy turnover keeps things fresh. When new people join a board, they bring diverse backgrounds, experiences, and ideas. Research from the Harvard Law Forum found that companies with more regular board turnover tend to have more women directors, while boards where members stay too long are less diverse. Even though that study focused on businesses, the same truth applies to nonprofits—new seats mean new voices.

Right now, nonprofits could really use a reset. With rising costs, funding cuts, and even the effects of government shutdowns, leaders must stay flexible and forward-thinking. Bringing in new board members can spark fresh ideas, ease the workload, and keep programs and donors steady—so it’s not the same handful of people carrying all the weight meeting after meeting.

Why year-end is the sweet spot to step off (gracefully)

• Smooth transitions. Year-end is when most boards reset their goals, budgets, and committees—so stepping off now makes room for others without disrupting the flow.

• Perfect timing for goodbyes. This is the season for celebrating service and welcoming fresh faces. Leaving at year-end feels natural and shows you’re thinking about what’s best for the mission, not walking away.

• Better planning for new members. When everyone knows when seats will open, it’s easier to recruit, interview, and onboard new board members. Term limits take the awkwardness out of asking someone to step down and make leadership changes part of the plan.

  
  

“But I still have more to give!” You absolutely do—

just in different lanes.

Term limits don’t mean you have to lose valuable experience or history. Smart boards keep past members engaged by creating alumni groups, advisory councils, or short-term projects, and some even allow members to return after taking a one-year break.

Is it time to grab your Suitcase?

Ask yourself:

• Are you still adding real value? Are you bringing fresh ideas, connections, and support—or are you mostly keeping things comfortable and familiar?

• Are you making space for others? Could your seat be filled by someone whose perspective or lived experience is missing from the table—like a program alum, younger leader, or community member?

• Would your exit help the board grow? Could leaving open the door for new leadership, relieve overworked members, or reset a board dynamic that’s gotten stale?

How to Leave Like a Star: A 7-Step Year-End Exit Plan

1. Give notice early. Let your board know 2–3 months before your term ends so they can plan for your replacement.

2. Pass the baton. Share contacts, timelines, and lessons learned—especially what you wish you’d known when you started.

3. Help find your successor. Point out the skills and perspectives that should fill your seat and introduce potential candidates.

4. Finish strong. Make your final donation or pledge to keep supporting the mission even after you roll off.

5. Stay supportive but step back. Be available for a short transition period, then move into your new role—as an advisor or ambassador.

6. Go out with gratitude. Post a brief note or statement celebrating your service and encouraging others to serve next.

7. Keep the door open. If your board allows you to return after a break, note when you could rejoin—but only if it serves the mission, not out of habit.

   
   

For Boards Still on the Fence About Term Limits

If your board doesn’t have term limits yet, you’re not alone—but most nonprofits do now. Many boards cap service at two three-year terms, which keeps leadership fresh, improves diversity, and helps with long-term planning. Start by updating your bylaws to include term lengths, limits, and off-ramp options (like emeritus or advisory roles) so you keep wisdom without blocking progress.

If you’re reading this thinking, “Okay… it might be my turn to make room,” that’s real leadership. And if your bylaws or culture need a refresh before that can happen—that’s where I come in.

I’m Christal M. Cherry, The Board Pro, and I help boards build healthy, equitable governance systems—like term-limit policies, alumni pathways, and smooth transitions that make everyone feel valued. Let’s make your board stronger, one thoughtful exit at a time.