Succession Planning. Ministry Team Meeting FVUUF January 13, 2008
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1 Succession Planning Ministry Team Meeting FVUUF January 13, 2008
2 Who Are We? Nominating/Leadership Development Committee Connie Kanitz (Chair) Sue Williams Roxanne Hallock How does nominating work?
3 The Nominating Process Great people in the right places! Nom com invites Chairs and board members to continue in their position Using recommendations discussions, experience, interest Submit candidate for approval at annual meeting Determine potential candidates Contact candidate with invitation Review with Exec Team
4 What is Succession Planning? Succession planning is a process whereby an organization ensures that employees or volunteers are recruited and developed to fill each key role within the organization. Through your succession planning process, you recruit volunteers, develop their knowledge, skills, and abilities, and prepare them for advancement into leadership roles
5 Succession Planning Begins With Recruiting It s about retaining and motivating your current volunteers, and engaging fresh new faces Shared responsibilities Nominating/Leadership Development Committee Governing Board Executive Team Committee Leaders/Members Helpful for each Leadership Team to develop a short concise mission statement regarding the role of their team in the FVUUF Easy to communicate to potential volunteers Nominating and Leadership Development Committee Example Supporting and matching volunteer talents with fellowship needs All members are potential volunteers Diversity of age, gender, experience and thought is key Color Wheel Introduction ASK! A survey by the Independent Sector revealed that 43% of adults who volunteer do so because someone asked them. Advertise Traditional Ideas» In the Directions» /website» Etc. Unique Ideas» Sidewalk Chalk an advertisement in the FVUUF parking lot» Have all members of your committee wear wild colorful name tags to generate interest and curiosity» Etc.
6 Recruiting Continued Clearly Communicating Expectations Focus not only on the responsibilities but the benefits of volunteering as well Responsibilities of role Benefits of the role» Practice skills that are not utilized in their paid work» Learn new skills» Build their community connections and relationships» Get a better understanding of how the fellowship works» Have fun Have a discussion with each potential volunteer What would the volunteer want/expect to get out of the role? What skills does the volunteer bring?» This can build a dynamic team and can match expectations of individuals while utilizing the strengths and skills of each member
7 Be A Strong Role Model Good Leaders talk to people in a way that they get it are focused, yet flexible in decision-making say they ll do something, then actually do it deal with conflict NOW, yet don t rush to judgement create a culture of fun by celebrating successes inspire their people with positive messages empower team members to take leadership roles for tasks and ideas are clear about roles and respect boundaries Provide caring feedback and support (Speak your truth with love) Make sure the person has time for the discussion and is open to the discussion CARE-fronting Communicate the details of what you saw, heard, etc. Agree on the details (this may take a couple of rounds) Relate the feelings that you felt when it happened and get their reaction Expectations of how/what will happen in the future
8 How To Identify Future Leaders? In any volunteer organization promotion comes from within. If volunteers have a positive experience in their present role, the likelihood of their desire to advance to higher levels of leadership is very strong. Provide leadership opportunities within each team Recognize and reward volunteers and leaders ASK! Have a discussion with every team member to determine the future role(s) they would like to have on the committee Doesn t necessarily be on the same committee Provide extra leadership support to those who are interested/willing to take on a leadership role
9 Supporting Future Leaders Invite them to attend meetings with the current leader so they understand the scope of the position Develop a timeline for transition early As transition time nears provide even more leadership opportunities Provide caring and balanced feedback and support Continue communication and ask them where they feel they need or want the most help Help to provide additional support in needed areas Get help where or when needed The nominating/leadership development committee can help by matching needs with mentors/info, etc. Provide a post transition support Provide on-going mentoring support Develop a leadership mentoring team of past leaders that are willing to act as mentors for current/future leaders Past leader can stay on as an acting member or co-chair of the committee for a specific amount of time Provide on-going leadership development opportunities for all current and future leaders
10 Questions/Comments?
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