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Preparing Your Organization for the Future: Executive Succession Planning

Preparing Your Organization for the Future: Executive Succession Planning. Sue Ogle, ESC Consultant MNN Annual Conference Session #1 – 10:45-12:00pm October 29, 2014. Introduction Questions. How many are ED’s? Other positions? Years as an ED or other position with your organization

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Preparing Your Organization for the Future: Executive Succession Planning

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  1. Preparing Your Organization for the Future: Executive Succession Planning Sue Ogle, ESC Consultant MNN Annual Conference Session #1 – 10:45-12:00pm October 29, 2014

  2. Introduction Questions • How many are ED’s? Other positions? • Years as an ED or other position with your organization • New – 2 years • 2 – 5 years • 5 – 10 years • 10 – 20 years • Over 20 years • How many have a succession plan?

  3. Overview: 3 P’s Purpose: • For participants to learn guiding skills and frameworks to ensure successful leadership transition in the future Process: • Packet, small and large group discussions, presentations, worksheets, templates, assessments, each other Payoff: • Participants will have a better understanding of the necessary components to plan and execute an executive transition

  4. Succession Planning Basics:What is Succession Planning, & why do we need it? • Succession Planning is a process to assure timely and effective continuity of organizational leadership • Planning for a smooth transition • Preparing for the unexpected • Planning for the worst case scenario • Succession planning is the responsibility of the Board and Executive Director • It assures Continuity of Leadership • Leadership transition is inevitable

  5. Why is this vital for your organization’s future? In a survey of nonprofits: • 67% of nonprofit executives anticipate leaving within five years • 33% of current executives followed a leader who was fired or forced to resign • 40% of executive transitions fail within the first 18 months • Only 17% of nonprofits have a documented succession plan Source -- Daring to Lead: A National study of Executive Directors, 2011

  6. Organizational Assessment • Complete the “Organizational Assessment” checklist individually using Handout #1 • In groups of 2-3, identify and discuss one strength and one weakness.

  7. Types of Executive Transition What would happen if your ED were not available to work starting tomorrow?

  8. Unplanned/Emergency TransitionUnplanned departure of key executive without lead time • Immediate action steps by board: • Meets to confirm or decide upon acting executive • Establishes a board transition committee • Clarifies role/responsibilities of acting executive, who on board will provide supervision/support • Clearly communicates short-term plan and timeline for permanent replacement • Reviews security issues and signatories • Reaches out to external stakeholders, funders, supporters, etc • Handout #2: Emergency Succession Plan Template

  9. Defined Departure • Planned departure of key executive with significant lead time • Areas to be addressed: • Identifying and passing on skills, knowledge and key relationships • Training and developing management skills for current staff • Strengthening governance functions • Establishing requirements and process for replacement • Developing search plan

  10. Executive Transition Management (ETM)* Transition and Search Planning • Preliminary transition planning • Organizational assessment • SWOT analysis • Clarifying organization’s strategic direction • Transition associated implications (ie interim executive) • Capacity building efforts to smooth the way for the next executive director • Qualities, qualifications desired in new executive • Handout #2: Emergency Succession Plan Template *Staying Engaged, Stepping Up: Succession Planning & Executive Transition Management For Nonprofit Boards of Directors (Annie E. Casey Foundation)

  11. Executive Transition Management (ETM) Search, Selection and Organizational Preparation • Candidate recruitment and screening • Establish large pool of diverse, qualified candidates • Develop procedures for conducting interviews & checking references • Change is time of both organizational vulnerability and heightened opportunity • Prepare appropriate send-off of current executive, celebrating her/his legacy • Handout #3: Sample Transition Process & Timeline

  12. Executive Transition Management (ETM) Post-Hire Launch and Support • Plan and conduct appropriate welcome for new executive • Board and new executive create a “leadership agenda” 12-18 months • Board mentor(s) for new executive • Define systems for monitoring board and executive performance • Review strategic plan and agency vision

  13. Potential Resources • Handout #1: Organizational Assessment • Handout #2: Emergency Succession Plan Template • Handout #3: Sample Transition Process & Timeline • Handout #4: Transition Pitfalls • Handout #5: Actions to Launch/Expand Succession Plan

  14. Overview: 3 P’s Purpose: • For participants to learn guiding skills and frameworks to ensure successful leadership transition in the future Process: • Small and large group discussions, presentations, worksheets, templates, assessments, each other Payoff: • Participants will have a better understanding of the necessary components to plan and execute an executive transition

  15. Thank you for your participation! ESC of New England www.escne.org

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