Team changes don’t have to derail your plans. With the right prep, you can keep momentum and even use the moment to improve how work gets done.

Why it matters

When transitions aren’t managed well, organizations feel it: low morale, missed deadlines, finger-pointing, absences, and resignations. I’ve helped associations navigate maternity leaves, abrupt departures, and turnover without losing ground.

How I help (fractional/interim support)

• Stabilize the work: step in as interim MarCom lead or extra hands to keep campaigns, content, and events on track
• Create clarity: build transition work plans, define ownership, and set priorities
• Capture knowledge: document SOPs, tool access, and recurring tasks so nothing slips
• Coach & upskill: support remaining team members with quick training and checklists
• Onboard the new hire: ramp-up plans, role clarity, and handoff of projects and relationships

Typical deliverables

• 30/60/90-day transition plan
• Current projects + owners dashboard
• SOP/playbook for recurring workflows (email, web updates, social, events)
• Access & assets tracker (logins, folders, vendors)
• Onboarding checklist and first-week agenda

Make your next transition smoother

Before (be prepared)

• Review job descriptions annually
• Document SOPs for complex/recurring tasks
• Schedule an annual “cleanup week” for email, shared drives, and files
• Maintain a status-change checklist (access, vendors, approvals)

During

• Communicate early and honestly to reduce uncertainty
• Build a transition work plan: what’s active, what finishes, who owns what
• Fill the gap: bring in a contractor/consultant or reassign intentionally
• Let strengths show: give temporary owners clear goals and support
• Revisit the org chart: hire for what you need now, not five years ago

After (when new staff start)

• Use a structured onboarding & orientation plan
• Transfer responsibilities in phases; avoid overload
• Balance legacy work with quick wins
• Decide what to pause or retire—don’t re-inherit everything
• Keep coverage until the handoff is complete

Outcomes you can expect

• Work continues without costly stalls
• Clear ownership, fewer fire drills
• Faster onboarding and less knowledge loss
• Stronger, more resilient processes post-transition

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Need short-term coverage or a transition plan?

To learn how I can help your team, e-mail me at CherylWilsonMarketing@gmail.com or connect with me on LinkedIn.