SOCIETY of SAINT VINCENT de PAUL Succession Planning ‘Who wants My President’s job..’ WELCOME

1. SOCIETY of SAINT VINCENT de PAUL Succession Planning ‘Who wants My President’s job..’ WELCOME

2. Who Wants My President’s job.. • These are the 5 most feared words Vincentians hear. • When these words are spoken by a President, Vincentians communication skills transform to universal non verbal reactions.

3. What will we cover today • Historical Process of Selecting a new President • Define the Vision of this workshop • Why is this process important and Why YOU must become involved • Identify the skills necessary to be an effective President • Complete Nomination Tool and My Role/Responsibility documents • Discuss Orientation and Mentoring Support for New President AND Executive Members • Post workshop actions to be taken

4. Historical Succession Process • Pressure a person to accept the President position . • The last person recruited given the task as President • The person who did not show up at the nomination meeting is elected • A person may take the job so they can ‘be the boss’, now they get their way of doing business • When the question is raised for nomination, never make eye contact, sit on your hands, look for the Exit sign

5. What risks do you take by using this approach? • Person may lack leadership skills • Hurts conference as members may leave and new members are not attracted • Meetings may become disorganized and not exciting, people find reasons not to attend • Start to cut processes on service, may no longer do home visits • Discourage rejuvenation, not interested in new ideas • Does not have relationship with parish priest • A person who reluctantly accepts the position may become disgruntle with the Society, • They find ways to cut corners just to get thru their term

6. Orientation and Training for a New President? • In many cases it does not exist • Any mentoring by the Past President was often limited to the knowledge base the Past President acquired, which may not comply with Rules book • Training and Information Resources were often not available or not used • Members expect that once you have the title of President, you are now an INSTANT expert on all matters of business and the Society • Everyone is happy you took the role of President, they no longer have to worry OR contribute for another 3 years. Conference problems belong to the President, NOT you!

7. No Wonder no one wants to let their name stand for Nomination for President WHO IN THEIR RIGHT MIND WOULD WANT THIS?

8. Vision and Need to Change the Succession Planning Process Must start…. NOW!!! • Past Succession process has failed or at best limited success • Need to Identify and Invite the Best people with Leadership Skills • Can no longer accept just a warm body • Need to identify Leadership Team, not just a President • Every Vincentian has the Responsibility to contribute their skills for the benefit of the Council/Conference • Orientation/Training/Resources/Mentoring MUSTbe provided to New President AND the Executive Team, ensuring Society Rules, Mission and Values are adhered to

9. Round Table Discussion about the Role of the President

10. What do you View is the Role of the President?

11. Perceive Role of the President • Submitting Annual Reports • Intersection of All Activities including looking after store, food bank, etc • Guides and get things done • Coordinator (keep events on track) • Someone who puts out fires • Mentors members • Someone who Inspires • Problem Solver, go to person • Represents members at higher meetings • Manager who Plans & Organizes • Delegator • Running Meetings • Deals with conflicting personalities • Feet planted with Christ • Someone who inspires • Good Listener • Gets Consensus • Recruits new people

12. What challenges do you feel the President is confronted with while performing their job?

13. Challenges a President deals with • Being a trouble shooter, top person everyone goes to • Advertising, being the PR person • Engaging everyone, recognizing & saying ‘Thank You’ • Overwhelmed by ‘Stuff’ from higher levels • Fear of making a mistake • Recruiting younger members • Lacking skills needed – technical, interpersonal • Time – need to balance personal life with SSVP • Attending ONRC meetings • Administration – satisfying Insurance and annual report • Keeping order • Year round commitment • Getting people to work together • Listen to everyone • Fulfilling expectations

14. What rewards, if any, can be attained by performing the role of President ?

15. Rewards received as President • Positive experience from unifying people for a common good • Spiritual reward by doing what Christ has asked from us • Growing in our faith journey • Satisfaction/Accomplishment from the good that is achieved • Meet many great people • Better understanding of the needs within the community and parish • Learn more about SSVP organization

16. What role within the Society is available for Past Presidents? Is their association with the Society over?

17. Roles for Past President • Working in the background, can choose what activities they want to work on such as Social Justice, Prison Ministry, Spirituality, Training, etc. • Experience allows Past President to be a valuable resource to interact with other groups/agencies • Mentor and groom new President • Once a Vincentian, always a Vincentian • Work with higher levels of SSVP organization • Promote, recruit, train new Vincentians

18. What skills are necessary to be an effective President?

19. Skills necessary for a President • Strong mediator and negotiator • Good facilitator • Manage people • Enthusiasm. Compassion • Reliable, open minded • Knowing the Rule • Sense of humour • Time management & prioritizing • Building relationships • Motivate people • Recruit/retain new people • Good Communication skills • Good Listening skills • Good organizational skills • Good technical skills • Patience & understanding • Spirituality represents values of the SSVP • Good work ethic • It ‘not about me’ • Non judgemental • Inclusive of everyone

20. Not everyone has the skills necessary to be President

21. Next Steps • Complete ‘Nomination Form’ • Complete ‘My role within the new conference/council’ • Post Workshop • President to meet Nominees separately and share info on Nomination and My Role forms • Nominees will be asked to reflect and pray upon the Invitation to serve by members

22. Next Steps Continued • Hold election at Next meeting • New President starts position in 60, 90, 120 days to allow for • Orientation & Mentoring • New Executive will be identified and Mentored on their roles • Training Guides • ONRC New President Orientation Checklist • ONRC Annual Checklist for Presidents • ONRC Servant Leader Guide • ONRC Members Site Resources, Best Practices

23. Nomination Form Who would you nominate to be President for your Council/Conference? _____________________________________________________________ What Skills do you feel this person has to lead your Council/Conference as President? • ___________________________________________________________ • ___________________________________________________________ • ___________________________________________________________ • ___________________________________________________________ • ___________________________________________________________ • ___________________________________________________________ Nominated By: (optional) _______________________________________

24. My role within the new Council/Conference - _____________________ (Your Name) Select 2 Positions and rank as 1stand 2nd choices Vice President ________ Treasurer ________ Secretary ________ Spiritual Advisor ________ Youth Coordinator________ Store Committee ________ Social Justice Rep________ Dream Big/Wish List ______________________ (What would you like to see the council/conference do extra that excites you and you want to be part of this effort to help our friends in need)

25. Summary • The strength of our Society to fulfill its mission of service is greatly impacted by the effectiveness of our Leadership. This important role must be viewed with different optics than what past leadership selection processes have been practiced. • We MUST implement better processes to Identify & Invite the BEST people and to Orientate, Mentor and Support new leaders. • It is EVERY Vincentian’s responsibility to ensure the next generation of leaders are the BEST possible candidates.