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Produced by. Background: Change is Coming. Daring to Lead 2006 75% will leave within 5 years (1932 responses) Casey Study: Change Ahead, 2004 66% within 5 years (2200 responses) CA Clinic Leadership Study, 2009 30% 60 year of age or more (260 clinics)

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  1. Produced by

  2. Background: Change is Coming Daring to Lead 2006 75% will leave within 5 years (1932 responses) Casey Study: Change Ahead, 2004 66% within 5 years (2200 responses) CA Clinic Leadership Study, 2009 30% 60 year of age or more (260 clinics) Only 17% had done any succession planning

  3. Background: Lessons Learned Thoughtful succession planning prepares an agency for leadership transitions, expected or unexpected With a long-term ED a successful leadership transition requires a lot more up-front preparation than the four months required by a search. Lack of succession planning can result in a post-transition meltdown 3

  4. Benefits of Succession Planning Aligns staff development with strategic vision Builds leadership capacity of staff Develops pool of potential management successors Opportunity to diversify agency leadership

  5. Benefits for ED and Board Makes ED job more “doable” Basic risk management practice Engages and reassures the board Gives confidence to funders

  6. Succession Planning: 3 Types Strategic Leader Development Emergency Succession Planning Departure Defined Succession Planning

  7. Strategic Leader Development Definition: Training and delegation resulting in a leaderful organization “Creating Leaderful Organizations: How to Bring Out Leadership in Everyone”, Joseph A. Raelin Aligning talent with strategic vision Pushing leadership up and down

  8. Strategic Leader Development Starts with STRATEGIC PLANNING Vision: What are the agency’s strategic goals? Skills: What competencies do we need to get there?

  9. Strategic Leader Development • Assess current competencies & identify gaps in skills needed • Performance reviews • “Strengths Finder” • Fill in the gaps • Training • Recruiting

  10. Emergency Succession Planning Definition: Preparing for an unplanned ED departure A risk-management best practice Creates a more “leaderful” agency

  11. ESP: Five First Steps Identify critical ED functions Name a backup for each function Develop a cross-training plan for backups Name who would become Acting ED Specify board’s monitoring & support role for Acting ED

  12. Departure Defined Succession Planning Definition: Thoughtful planning and activities to ensure organizational sustainability Attention to the personal and professional issuesof the departing executive director

  13. Executive Director Readiness Personal barriers to letting go: Not knowing what’s next Fearing an empty retirement Inadequate personal savings Questions of employability Holding on to status & professional identity 13

  14. Executive Director Readiness Organizational barriers to letting go: No obvious successor “No one else can do this job” Loss of control on the enterprise Unfinished agency business

  15. Executive Director Readiness Resources for getting ready A personal coach Peer networks Career planning Negotiating a departure package Workshops on “Next Steps”

  16. TheED Departure Path What’s next for me? Setting a date Dealing with legacy & unfinished business Attending to final leadership tasks Emeritus role defined Celebrations

  17. Creating a Succession Plan Engage the Board Engage the senior managers Set up a planning committee Acquire the needed resources Funding Consultants

  18. Creating a Succession Plan Conduct a “sustainability audit” to identify vulnerabilities The audit question: What are our vulnerabilities with departure of our ED? Resource connections Unique skills of the ED “Doability” of the ED job Management TEAM strength / shared leadership Board leadership / independence

  19. Creating a Succession Plan Draft the Succession Plan Set strategies to remedy the vulnerabilities Delineate the ED’s transition tasks Update the strategic vision Update the ED job description and profile of skills needed to pursue the vision Draft the timeline and plan to recruit a successor who has those skills

  20. The BOARD steps up Puts a committee in charge Attends to its own succession planning Supports the ED Addresses agency vulnerabilities Sets future directions Recruits & supports a successor who fits the future

  21. Board Leadership Departing ED Board Incoming ED

  22. DD: Five Things Not to Miss Board ownership & leadership Empathic awareness of ED’s personal needs Managers’ inclusion in future planning Openness to organizational truths Excitement for the future

  23. Succession Planning Tools • www.compasspoint.org/et • Tools • Emergency plan template • Sabbatical planning checklist • Sustainability Audit • Self-reflection tool • TimW@compasspoint.org

  24. Two-day Intensive Workshop For Founders & Long-term Executives Best practices for managing succession & transition Confidential space for addressing personal issues & concerns More information: www.compasspoint.org/nextsteps Sheva Daigne ShevaD@compasspoint.org

  25. Succession Monographs • “Founder Transitions” • “Capturing the Power of Leadership Change” • “Building Leaderful Organizations: Succession Planning for Nonprofits” • “Interim Executive Directors” • http://www.aecf.org/KnowledgeCenter.aspx

  26. www.managingexecutivetransitions.com

  27. Produced By: Society for Nonprofit Organizations 5820 Canton Center Rd, Ste #165 Canton, MI 48187 Email: info@snpo.org Web: www.snpo.org Ph: 734-451-3582 | Fax: 734-451-5935 Powered By:

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