Succession Planning:Succession Planning:Here’s One Crisis You Can Avoid!Here’s One Crisis You Can Avoid!

2012 AIRS Training and Education ConferenceJackie Hall | Pathways Consulting Inc | May 23, 2012

Welcome!Welcome!

1. How valuable an experience do you plan to have?

2. How engaged and active do you plan to be?

3. How invested are you in the quality of the experience of those around you?

Individually rate: 1 = very low; 7 = very highIndividually rate: 1 = very low; 7 = very high

Discuss with those around you

Learning Objectives Learning Objectives

Recognize importance to organizational viability

Complete succession readiness checklist Understand three methods to develop Know steps in creating a plan Learn about real-life example

References/ResourcesReferences/Resources

CompassPoint Executive Search & Transition Succession Planning templates, compasspoint.org/et

The Annie E. Casey Foundation Executive Transition Monograph Series, aecf.org

Chief Executive Succession Planning, Nancy R. Axelrod

BoardSource.org

““Succession Fire Drill”Succession Fire Drill”

What would you need to do?What would you need to know?

It’s Important…It’s Important…

Risk managementResiliencyShared leadershipEnergizingGenerational need

OK, if it’s so OK, if it’s so important, important, why do we why do we resist doing resist doing

it???it???

Succession Planning for Succession Planning for NonprofitsNonprofits

Not about “heir apparent”Not a one-time eventFosters shared vision/strategyBuild bench strengthSound infrastructure and

transition plan

Why Might You Initiate It?Why Might You Initiate It?

New board leadershipCEO evaluationBoard self-assessmentStrategic planning Organizational crisis

Organizational Life CycleOrganizational Life Cycle

How Ready are YOU…How Ready are YOU… for a Smooth Transition? for a Smooth Transition?

Possible Approaches to Possible Approaches to Succession PlanningSuccession Planning

Strategic Leadership Development

Temporary/EmergencyDeparture-Defined

Steps in Emergency Steps in Emergency Succession Planning Succession Planning

1. Identify priority functions2. Decide who should cover3. Define procedures (short-, long-term)4. Establish process for acting executive5. Draft communication plan6. Implement documentation/cross-training7. Build in a review process

Departure-DefinedDeparture-DefinedAdditional ConsiderationsAdditional Considerations

Personal and professional issues

Establish time framesBuild into strategic planDetermine executive search

strategyExecutive Emeritus role?

Case ExampleCase Example

Marguerite RedwineChief Executive Officer

New Orleans, Louisiana

Emergency Succession PlanEmergency Succession Plan

ChallengesSuccessesLessons Learned

Departure-DefinedDeparture-DefinedSuccession PlanSuccession Plan

ChallengesSuccessesLessons Learned

Action PlanningAction Planning

√ Use Readiness Checklist√ Identify Critical Gaps√ Information and Contact Inventory

Begin the Conversation: Get Started!Begin the Conversation: Get Started!

Questions?Questions?Takeaways?Takeaways?