Succession Planning by zZmg1nt

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									Succession
Planning
Link Kathryn Towe Littleton
Oakland County Chapter
What is it?

  Succession planning ensures that there
   are highly qualified members in all
   positions, not just today, but tomorrow,
   next year, and five years from now.
  Succession planning focuses on getting
   the right people in the right roles at all
   levels of the organization.
What is it?

  Succession planning brings the peace of
   mind that the Chapter should have,
   based on the understanding and
   expectations of its future leadership.
Bottom Line

  Succession Planning is strategic.
  Tactile and deliberate involving a clear
   understanding of how Chapter needs to
   change in lockstep with strategies.
  Designed to groom future leaders to
   meet the need.
  Succession Planning is both an Art and a
   Science.
Succession Planning
Outcomes…
   Better retention
   Valuable training goals
   Increased preparation for leadership
   Greater member satisfaction
   Enhanced commitment to work of the
    Chapter
  Improved Chapter image
Succession Planning
Benefits
  Establishes a process that recruits
   members.
  Develops member skills and abilities.
  Prepares members for leadership and
   members are ready for new leadership
   roles as the need arises.
  When someone leaves, a current
   member is ready to step up to the plate.
Succession Planning
Benefits…
  Develops a diverse membership, by enabling
   decision makers to look at the future make-up
   of the organization as a whole.
  A continuous stream of members who are
   constantly reviewing, questioning and refining
   procedures and processes, helping to improve
   the quality inside the Chapter, as well as
   improving the programs.
Succession Planning
Involves…
  Understanding the organization's long-
   term goals and objectives
  Identifying the members’ developmental
   needs
  Determining member trends and
   predictions
Succession Planning
Involves…
  Succession planning typically targeted
   only key leadership positions. It is
   important to include membership
   activities
  Developing a communication strategy
  Identifying expected vacancies
  Determine critical positions
Succession Planning
Involves….
  Identifying current and future competencies for
   positions
  Developing a member recruitment strategy
  Identifying gaps in current membership and
   candidate competency levels
  Developing Individual Member Development
   Plans
  Correctly identifying members’ competencies
Succession Planning
Involves….
  Developing and implementing coaching
   and mentoring programs
  Assisting with leadership transition and
   development
  Develop an evaluation plan for
   succession management
Executive Board
Responsibilities
  Identify key positions
  Establish criteria for each key position
  Evaluate potential succession planning
   candidates
  Promote/seek to develop diverse
   succession candidate pools where
   feasible
Executive Board
Responsibilities
  Monitor developmental progress of succession
   planning candidates
  Review and revise candidate development
   plans as necessary to ensure that all
   developmental needs are addressed
  Ensure that at least two succession planning
   candidates exist for each identified position or
   that appropriate action has been initiated to
   identify acceptable candidates
Types of Development
Considerations
  Role-based programs focus on key positions
   that are difficult to fill or critical to Chapter.

  Individual-based programs focus on
   particular people with potential for
   advancement.

  Pool-based programs focus on a number of
   high-potential members who could move into
   any of several different leadership positions
   within the organization.
Preparing for Succession
Planning…
  What is the long-term direction of your
   Chapter?
  Do you have an effective strategic plan
   guiding your course and direction?
  What are the key areas which require
   continuity and development of the people
   resources within your Chapter?
Preparing for Succession
Planning..
  Who are the key members you want to
   develop and nurture for the future?
  How does the concept of succession
   planning fit into your Chapter’s
   strategies?
  Are you concentrating your efforts in the
   areas where Chapter will make the
   greatest community impact?
Preparing for Succession
Planning..
  What are the leadership paths that your
   most talented members should be
   following?
  Is each path customized to fit the abilities
   and talents of the members involved?
Pitfalls

  Lack of a formal written plan for each key
   member or position.
  A rigid, inflexible plan NOT tailored to the
   needs and abilities of the members involved.
  Too long a wait for real movement potentially
   resulting in the best members resigning due to
   apparent inertia in the system.
Pitfalls

  Too superficial an approach, with the
   corresponding lack of real understanding
   of the procedures, processes and
   requirements of each area the member is
   exposed to during the process.
  Selection of unqualified or unmotivated
   members for inclusion in the succession
   plan. Quality of the individuals selected is
   paramount to the success of the process.
How long does it take?

  Realistically, succession planning is
   never finished.
  On a regular basis, Chapters must look
   at their needs and resources to
   determine where they need to have
   successors in place.
  Succession must be planned years in
   advance of expected needs.
How long does it take?

  To properly train a successor, the
   Chapter needs sufficient time to expose
   the members to the full spectrum of
   opportunities within the Chapter, as well
   as any desired or required outside
   education/experience expected.
How long does it take?

  Additional factors, such as past
   experience and current knowledge that
   individual members bring to the process,
   will also affect the succession time frame.
Tools Needed

    Succession Plan Forms
    Leadership Development Plans
    Leadership Path Templates
    Succession Planning Guidelines
    Member Profile
    Evaluation Forms
Planning for Succession:
Letting Go is Difficult
  Perpetuating the Legacy is
   about Passing the Torch

								
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