leadership succession session3

NYS ARTS presents

ArtsForward Leadership Training Webinar & Blog Series

NYS ARTS presents

ArtsForward Leadership Training Webinar & Blog Series

Leadership & Succession in the ArtsInstructor: Alene Valkanas

Session Three

Leadership & Succession in the ArtsInstructor: Alene Valkanas

Session Three

Essential Steps to Assure Smooth SuccessionEssential Steps to Assure Smooth Succession

This program is made possible with support from American Express Foundation and the New York State Council on the Arts, a State Agency

1

Essential Steps to Assure Smooth Succession

Remember:

The organization belongs to the board

Theirs is the Sacred Trust

The board remains after the executive

director leaves

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How does the board start a search?

Create a Board Search Committee and give it a charge!

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Responsibilities of a board search committeeDetermine timelineDevelop job descriptionEngage full boardHire search agentsHire interim executive directorRegularly report to boardRecruit candidatesScreen/SelectPresent finalist/s to the Board

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Update the job description

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Consider an Interim Executive Director

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It’s your first day on the job What do you do?1. Take a tour of the facility

2. Meet individually with staff and ask “big picture” questions

3. One-on-one meetings with key board members

4. Schedule organization’s events on calendar

5. Review hard copy files

6. Review computer desktop files

7. Fill our necessary paper work on appointment

8. Review rolodex or contacts database

9. Make a list of questions and who to ask

10. LISTEN

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Use of outside assistanceShould you use a consultant?What can a search firm do?

Help articulate key competencies and profile of ideal candidate

Work with committee in preparing job description

Post job offering on Internet and print sites

Receive and acknowledge all applications

Filter the applications

Conduct preliminary interviews

Provide written assessments of leading candidates

Support committee in making final selections

Check references

Conduct contract negotiations

Inform other candidates that position is filled8

Communication Plan

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Conducting the Search

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Recruitment

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Screening

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Selection and Negotiation

13

Role of the staff

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The Transition – Honoring Outgoing Leader

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•Public announcement

•Special events

•Opportunity to say good-by

Orienting New Leader

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•Introduction to board and key stakeholders

•Introduction to community

•Carefully planned meetings

Defined DepartureNuts & Bolts of Defined Departure Planning –www.commpasspoint.org

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Nuts & Bolts Departure Planning continued…

7. Identify the agency’s broad strategic directions in next 3 to 5 years

8. Solidify the management team in light of the agency vulnerabilities and skills

9. Build the board’s leadership abilities10. Back up key executive relationships11. Put finances in order12. Build financial reserves13. Agree on the parameters of ED’s emeritus role

if one is set14. Set the executive search strategy.  Decide

whether or not to use an executive recruiter.

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Founder TransitionIdeal notice and timetableImpact of founder on branding and fundraising“Who are we and what do we wish to

preserve?”Search processImportance of stabilityCommunication PlanAvoid comparisonsOverlap with successorRitualsMaintain history

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“To make an ending is to To make an ending is to make a beginning. The make a beginning. The end is where we start end is where we start

from.”from.”T.S. EliotT.S. Eliot

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