Importance of Succession Planning - Why, What, and When
Succession planning is crucial for organizations to ensure smooth leadership transitions, maintain diversity, leadership continuity, and workflow consistency. It helps in quick replacements, acclimating new leaders, and building confidence among stakeholders. Explore the obstacles, positions of concern, essential elements, and factors to consider. Evaluate your organization's readiness on a scale of 1-5 and discover key implementation aspects for a successful succession plan.
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Presentation Transcript
W H Y T H E R E I S A N E E D F O R S U C C E S S I O N P L A N N I N G ? THE WHO, WHAT, WHY, AND WHEN OF SUCCESSION PLANNING
Why succession Planning Matters Boards need to prepare for leadership transition to: Emergency versus Planned Get qualified replacements quickly Maintain appropriate diversity on the board Ensure leadership continuity in change Keep a consistent workflow during transition Expedite new leader acclimation Ease the impacts of transition on staff Reinforce donor, sponsor, and grantor confidence Protect the organization s image in the community
First Breakout Session 15 minutes What happens when you don t have a succession plan? What obstacles are preventing you from implementing a succession plan?
Which Positions Should be of Greatest Concern Board Members CEO or Executive Director Senior Managers Critical Positions
What Should you Have in a Succession Plan Identify position to be filled Position Description Skills & Experience Relative Importance Intangible Attributes Candidate Sourcing
What are Other Factors to Consider Total Compensation Career Experience Mission Contribution Professional Development Work Environment Community Exposure
Second Breakout Session 15 minutes Based on what you know now, where do you see your organization on a scale of 1-5 regarding succession planning? 1 Not ready 2 Thought about it 3 Commitment to begin 4 In process 5--Completed
Next Lunch & Learn on Succession Planning Implementation of Succession Planning When do we start? Where do we find people, internal or external? Do we need an interim person? Should we plan on a transition period? Are we following the Bylaws?
