In a discussion recently on LinkedIn, I asked a group "why do you think executive turnover is so high in the nonprofit sector and what can we do to help the leader stay in one spot for longer?" The response I got was interesting - the majority of the respondents felt that high turnover was good because it was a chance for the organization to have new ideas infused and to not get stuck in a rut. Despite all the opinions of this nature I couldn't help but see the collateral damage of high leadership turnover: low staff morale, inconsistent culture, lack of trust in the organization's leadership, high financial costs of finding replacement etc. I know that organizations need a continuous flow of fresh ideas but I could not see how turning over the CEO every 4-5 years could be a good thing.