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Succession Planning Guide for Chapter Leadership Growth and Continuity

Learn the importance of succession planning for chapter leadership continuity, key strategies, and best practices. Explore the steps, development experiences, and qualities in identifying high potentials for future leadership roles. Find out how to create a successful succession plan and navigate challenges effectively.

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Succession Planning Guide for Chapter Leadership Growth and Continuity

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  1. SUCCESSION PLANNING Dorothy J Stubblebine, SPHR Grabbing Success(ion) at the Chapter Level

  2. Biggest leadership challenges • Developing leader pipeline 45% • Rapid change 44% • Creating innovative culture 39% • Retaining next gen leaders 38% • Workplace trends 24% Center for Creative Leadership

  3. Future Team Development • Trust 72% • Collaboration 71% • Change 62% PQ Center for Creative Leadership

  4. Succession Planning • What is it? – A dynamic, ongoing process of systematically identifying, assessing, and developing high potentials to contribute to the achievement of your Chapter’s future strategic goals. • High Potentials – Individuals identified by Chapter Board as capable of advancing to the next level.

  5. Why do it? • Ensure leadership continuity a. ID volunteers to fill those spots b. Ensure next generation of leaders are prepared for KEY roles • Identify strengths and gaps in volunteer talents and skills

  6. Why do it? (con’t) • ID replacements for future vacancies • Strengthen and diversify the pool • Ensure your Chapter’s mission/vision will be carried forward by future leaders

  7. KEY position • KEY Position – This position exerts critical influence on Chapter activities – operationally, strategically or both. The loss of this key Chapter position would seriously disrupt operations and/or put your Chapter at risk. The individual’s performance in these positions createreal value to the Chapter.

  8. Performers in KEY positions • Handle critical tasks • Bring specialized expertise • Make decisions • Are visionary • Not all are at the top – LOOK for them and ASK PQ

  9. Steps to Succession Planning • Analyze member roster for Hi-Pos • Perform gap analysis • Provide development plan to KEY volunteers • Match Board member mentor to each KEY person • Create a Succession Plan Readiness Chart

  10. Steps to Succession Planning • Evaluate the plan on a regular basis • Communicate plan and stay with it

  11. Chapter Success – How do I begin? • Get commitment from your Leaders • Know the vision/mission/values of your Chapter • Understand present membership • Know the competencies of KEY Chapter positions • Lateral succession ?

  12. Oh oh – We have a resignation ! Contingency Planning • Reallocate work or redesign position • Job share or One-Shot assistance • Contract out work • Create talent pools PQ

  13. Important Qualities in Identifying High Potentials • Thinking strategically • Managing execution; influencing others, leading courageously • Communication skills; customer orientation; analytical skills • Building and sustaining relationships; intellectual curiosity; knowing the business; team orientation; adaptability. Center for Creative Leadership

  14. Development Experiences • Challenging job assignments • Cross functional assignments – Rotate • Building from scratch assignments • Special project • Fix-it; turnaround or stabilizing situation • Shadowing • Mentoring

  15. Development Experiences • Teaching • Continuing Education • Serving on another Board • Sharing positions • Run a meeting/conference • Lobby

  16. Identification of High Potentials Performance in Current Job

  17. Guidelines – ID High Pos • HiPo – Rotate job every 2-3 years - Focus on development - Expose to higher level activities - Regularly review position • Keeper - Focus on how to become a high potential - Develop around improving performance/potential

  18. Guidelines, con’t • Solid - Ensure not blocked in current role - Can move to comparable position • 6 Months – Coach (due to potential) • Action Now – Immediate action taken Have that difficult conversation PQ

  19. SP – Readiness Chart

  20. Succession Planning Helps Chapters to…. • Grow your own future leaders • Manage and champion diversity • Shorten the learning curve for future leaders • Increase commitment and loyalty to the Chapter

  21. Questions for the Board • How would you handle the progression of your strategy if a KEY position suddenly was vacant? • How do you select Board members? Likeability? Need to fill?

  22. More questions for the Board • Do you know today who will replace current leaders when their terms end? • Do current volunteers feel they have benefited in a meaningful way as a result of their services? How do they know?

  23. Best Practices from the Best • Ideas from Chapter leaders

  24. Volunteers Remember - Leaders are not born, they volunteer !!

  25. Thank you Dorothy J Stubblebine, SPHR stubbled@comcast.net 856 404-1564

  26. Q & A

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