SUCCESSION PLANNING PROCESS
Leaders on the board serve in key positions; president, vice-president, secretary, treasurer, and others. These people frequently make up the executive committee. They are hard to replace, but it is important to a successful organization to change leaders regularly. New people, new ideas, new views.
The sad news is the selection of these key individuals is often like playing roulette. Spin the wheel and hope the person elected has the skills and personality to serve the organization well.
Better to plan the succession in advance. Look at current board members, committee chairs, or members. This is the pool of possible candidates for new key positions.
Here is a step-by-step process to find and prepare new key leaders.
- Determine leaders for whom successors will be identified
- Identify the competencies these leaders bring to the board
- List experience and duties required replacing the leaders.
- Consider personality, political savvy, judgment of the leaders
- Identify leadership skills
- Create a high-potential committee who will participate in succession planning
- Identify gap between what the high-potential members are able to do presently and what they must do in the leadership rolE
- Create a plan for each high-potential member to prepare him/her for the leadership position
- Design the development activities for each high-potential member
- Interview and select a member for the new leadership position
- Evaluate succession-planning efforts and make changes to activities based on the evaluation
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