SUCCESSION PLANNING Mark Climie-Elliott, CFRE Catherine Wemette, CAE

1. SUCCESSION PLANNINGMark Climie-Elliott, CFRECatherine Wemette, CAE September 15, 2009

2. What is succession planning anyway?

3. Succession Planning • An ongoing process where a designated board committee of senior chapter leaders: • Reviews key volunteer & staff positions • Maintains a system to ensure ongoing chapter leadership through: • Recruitment, Training, Replacement • Makes sure chapter bylaws &/or employment agreements are being followed

4. Importance of Succession Planning • Ensures progress toward achieving strategic goals & objectives • Provides future leadership (“replacing oneself”) • Demonstrates best practices in nonprofit governance

5. Who is Responsible? • AFP recommends: • Immediate Past-President be responsible for leading succession planning and serve as chair of Nominating Committee • Executive Committee (or officers in small chapters) oversees that succession planning is taking place

6. Panelists • Scott Johnson – Silicon Valley Chapter • Clay Mercer – Arkansas Chapter • Stephanie Rottinghaus – Eastern Iowa Chapter

7. Questions • Size of chapter • Size & organization of board • Committee structure • How VPs & Committee Chairs are recruited • Board policy • Written process • Tradition

8. What are the challenges?

9. Silicon Valley • Finding enough willing volunteers • Ensuring continuity when “handing off” responsibility to incoming leader • Having an effective nominating committee process

10. Arkansas • Getting members engaged in the chapter • Developing future leaders • Preparing interested leaders for board roles

11. Eastern Iowa • Adding “new blood” to the board • Dealing with large geographic area • Having people “step up” to certain chapter jobs

12. Other challenges • Job changes/layoffs • Culture of leadership in the chapter • Burnout • Other?

13. Ideas & Solutions • Assign responsibility for succession planning to Immediate Past-President • Create a Volunteer Coordinator position on the board • Develop a mentorship program for incoming leaders

14. Ideas & Solutions • Develop a “two deep” leadership system with every position having a vice-chair • Ensure this exists “at least” for critical positions (Pres-Elect, NPD, Conference…) • Discuss the importance of board members not doing all the work themselves • Break tasks into small pieces so volunteers will have the time to help • Engagement leads to involvement which leads to leadership

15. Ideas & Solutions • Engage non-board members on committees • Establish a “career path” guideline that outlines the volunteer roles a member must have held before being eligible for a board leadership role • Hold social gatherings and networking opportunities to seek those who may have an interest in board service

16. Ideas & Solutions • Develop a Board Recruitment Matrix (skills/expertise/diversity) • Include co-chairs/chairs-elect in board meetings so they are knowledgeable about the issues • Make succession planning a regular board meeting agenda item • Plan far in advance

17. Ideas & Solutions • Seek out members with skills & an interest in leadership (Matrix) • “Up-and-comers” • Standardize committee roles • Streamline meeting schedule

18. Open Discussion

19. Contact Information Stephanie Rottinghaus Project Manager Village Gate Communications, Inc. srottinghaus@thevillagegate.com Clay Mercer, CFRE Director of Development Arkansas Arts Center cmercer@arkarts.com Scott W. Johnson, CFRE Consultant scottj@bacwest.com

20. Contact Information Mark Climie-Elliott, CFRE President Climie Elliott mclimieelliott@me.com Catherine Wemette, CAE Director, Chapter Administration AFP cwemette@afpnet.org

21. Thank you for all you do for AFP!