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Succession Planning: Here’s One Crisis You Can Avoid!

Succession Planning: Here’s One Crisis You Can Avoid!. 2012 AIRS Training and Education Conference Jackie Hall | Pathways Consulting Inc | May 23, 2012. Welcome!. Individually rate: 1 = very low; 7 = very high. How valuable an experience do you plan to have?

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Succession Planning: Here’s One Crisis You Can Avoid!

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  1. Succession Planning:Here’s One Crisis You Can Avoid! 2012 AIRS Training and Education Conference Jackie Hall | Pathways Consulting Inc | May 23, 2012

  2. Welcome! Individually rate: 1 = very low; 7 = very high • How valuable an experience do you plan to have? • How engaged and active do you plan to be? • How invested are you in the quality of the experience of those around you? Discuss with those around you

  3. Learning Objectives • Recognize importance to organizational viability • Complete succession readiness checklist • Understand three methods to develop • Know steps in creating a plan • Learn about real-life example

  4. References/Resources • CompassPoint Executive Search & Transition Succession Planning templates, compasspoint.org/et • The Annie E. Casey Foundation Executive Transition Monograph Series, aecf.org • Chief Executive Succession Planning, Nancy R. Axelrod BoardSource.org

  5. “Succession Fire Drill” What would you need to do? What would you need to know?

  6. It’s Important… • Risk management • Resiliency • Shared leadership • Energizing • Generational need

  7. OK, if it’s so important, why do we resist doing it???

  8. Succession Planning for Nonprofits • Not about “heir apparent” • Not a one-time event • Fosters shared vision/strategy • Build bench strength • Sound infrastructure and transition plan

  9. Why Might You Initiate It? • New board leadership • CEO evaluation • Board self-assessment • Strategic planning • Organizational crisis

  10. Organizational Life Cycle

  11. How Ready are YOU… for a Smooth Transition?

  12. Possible Approaches to Succession Planning • Strategic Leadership Development • Temporary/Emergency • Departure-Defined

  13. Steps in Emergency Succession Planning • Identify priority functions • Decide who should cover • Define procedures (short-, long-term) • Establish process for acting executive • Draft communication plan • Implement documentation/cross-training • Build in a review process

  14. Departure-DefinedAdditional Considerations • Personal and professional issues • Establish time frames • Build into strategic plan • Determine executive search strategy • Executive Emeritus role?

  15. Case Example Marguerite Redwine Chief Executive Officer New Orleans, Louisiana

  16. Emergency Succession Plan • Challenges • Successes • Lessons Learned

  17. Departure-DefinedSuccession Plan • Challenges • Successes • Lessons Learned

  18. Action Planning • Use Readiness Checklist • Identify Critical Gaps • Information and Contact Inventory Begin the Conversation: Get Started!

  19. Questions?Takeaways?

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