The Power of Good People- Succession Planning for Chapter Success

Transcription

1 The Power of Good People- Succession Planning for Chapter Success Olga I. Otero-Brown District Director, 9 HR Florida State Council

2 The old adage people are your most important asset is wrong. People are not your most important asset. The right people are. Good to great depends on having the right people on the right bus at the right time. Jim Collins, Good to Great

3 Goal of Succession Management is To ensure Chapter has a consistent and diverse supply of the leaders it needs to execute its vision: Ensuring availability of ready successors Building bench strength for key leadership positions.

4 Three Scenarios for Succession Planning Emergency Succession Planning Departure-Defined Succession Planning Strategic Leader Development

5 Succession Planning Steps Assess: Gather/Analyze Data and Prioritize Determine the key leaders for whom successors will be identified Identify the competencies of current key leaders Identify experience and duties required Identify personality, political savvy, judgment Identify leadership skills 22nd Annual HR Florida Leadership Conference Hilton Orlando - January 10, 2015

6 Succession Planning Steps: Plan: Review Talent with Focus on Key Objectives Vacancies Address current vacancy challenges Mitigate projected vacancy risks Readiness Accelerate development of high potential talent Build bench strength for key positions Create a development plan for each high-potential member to prepare him or her for the leadership position Perform development activities with each high-potential member Interview and select a member for the new leadership position Transitions Monitor and support new and transitioning leaders 22nd Annual HR Florida Leadership Conference Hilton Orlando - January 10, 2015

7 Succession Planning Steps: Execute Execute Refine and Implement Action Plans Development Planning Transitioning Talent Identify derailers Coaching/Mentoring/Sponsorship needs Strategic Talent Deployment Recruiting and/or Develop Talent Evaluate succession planning efforts and make changes to program based on evaluation for future programs 22nd Annual HR Florida Leadership Conference Hilton Orlando - January 10, 2015

8 Steps to Successful Succession Planning Build Support for Succession Planning Create an Emergency Backup Plan Develop and Adopt a Succession Policy Prepare for Executive Transition on the Horizon Make Executive Transition Win-Win Infuse Leader Development into Board and Staff Plans Plan to Follow Through

9 Tips for Volunteer Succession Planning Allow for bottom-up input, but also identify next leaders top-down Ensure you understand what volunteers want to get out of volunteering Deliver on the deal make it a win-win Align your recruitment messages to what each generation wants to hear Have position descriptions in place for all volunteer roles (check out the sample position descriptions on the VLRC) Assign a volunteer coordinator position on your board/council to recruit volunteers and assist in succession planning Develop a selection process for volunteers have candidates submit information regarding their interest/consider interviewing candidates Awareness of what s involved realistic Create an onboarding plan for new board/council members 22nd Annual HR Florida Leadership Conference Hilton Orlando - January 10, 2015

10 Succession Toolkit Succession Planning/Development Questionnaire Succession Planning Competencies See more at: 22nd Annual HR Florida Leadership Conference Hilton Orlando - January 10, 2015

11 Checklist for Chapter President Provide a process for regularly reviewing and stretching the board s effectiveness. Ensure succession occur Implement process to develop key staff members Schedule board meetings dedicated to the successionplanning process. Implement, upon board approval, and communicate the succession plan with those targeted for development

12 Checklist for Board Member/Officers Secure the organization s future by clarifying direction and ensuring strong leadership. Leverage board expertise, especially during periods of leadership transition. Play a lead role in working with the President to develop and approve succession plans for various scenarios. Appoint a board committee to address transitional issues in the unexpected departure of an officer.

13 In Closing- Keys to Success Ensure chapter has the talent necessary to move faster and better in serving chapter members and growing Chapter Ensure right talent, right place, right time Evaluate bench strength with focus on key positions Implement development plans Drive accountability

14 Questions?