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Strategic & Succession Planning

Strategic & Succession Planning. When it comes to planning; don’t have your head in the clouds. Strategic & Succession Planning Expectations. Personal meeting Accountability Goals – 1, 2, 3. Strategic & Succession Planning Board Culture. Mentoring and collaboration

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Strategic & Succession Planning

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  1. Strategic & Succession Planning When it comes to planning; don’t have your head in the clouds

  2. Strategic & Succession PlanningExpectations • Personal meeting • Accountability • Goals – 1, 2, 3

  3. Strategic & Succession PlanningBoard Culture • Mentoring and collaboration • Meeting accountability/attendance • All business. All fun.

  4. Strategic & Succession PlanningLay the groundwork with a retreat • Plan in advance and require attendance • Invite participation with breakout sessions • Engage members in process • Laugh, Lounge, Learn

  5. Strategic & Succession PlanningCollaborate to create the plan • Develop a plan with measureable goals. • What needs to be fixed? • What needs to be broken? • What resources do you have to apply? • How will you measure your results? • Each board member or committee chair plays a role in your success.

  6. Strategic & Succession PlanningWhat now? • You have a great, engaged board or committee, measurable goals and a strategic direction. • Develop leaders in your group; ask those leaving or moving up to find replacements. • Honor and reward involvement so other are anxious to be a part.

  7. Strategic & Succession Planning Measuring your success • Use tools such as budget worksheets and reporting forms to measure internal success. • Use Chapter numbers and survey responses to measure external success. • Reflect on the goals in your strategic plan at the end of the year, and plan a smooth transition for the new leadership by evaluating your efforts and sharing information.

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