*Produced by

*Background: Change is ComingDaring to Lead 200675% will leave within 5 years (1932 responses)

Casey Study: Change Ahead, 200466% within 5 years (2200 responses)

CA Clinic Leadership Study, 200930% 60 year of age or more (260 clinics)Only 17% had done any succession planning

*Background: Lessons LearnedThoughtful succession planning prepares an agency for leadership transitions, expected or unexpectedWith a long-term ED a successful leadership transition requires a lot more up-front preparation than the four months required by a search.Lack of succession planning can result in a post-transition meltdown

*Benefits of Succession PlanningAligns staff development with strategic vision

Builds leadership capacity of staff

Develops pool of potential management successors

Opportunity to diversify agency leadership

*Benefits for ED and BoardMakes ED job more doable

Basic risk management practice

Engages and reassures the board

Gives confidence to funders

*Succession Planning: 3 TypesStrategic Leader Development

Emergency Succession Planning

Departure Defined Succession Planning

Strategic Leader DevelopmentDefinition: Training and delegation resulting in a leaderful organizationCreating Leaderful Organizations: How to Bring Out Leadership in Everyone, Joseph A. RaelinAligning talent with strategic visionPushing leadership up and down

Strategic Leader DevelopmentStarts with STRATEGIC PLANNING

Vision: What are the agencys strategic goals?

Skills: What competencies do we need to get there?

Strategic Leader DevelopmentAssess current competencies & identify gaps in skills neededPerformance reviewsStrengths Finder

Fill in the gapsTrainingRecruiting

Emergency Succession PlanningDefinition: Preparing for an unplanned ED departureA risk-management best practiceCreates a more leaderful agency

ESP: Five First StepsIdentify critical ED functionsName a backup for each functionDevelop a cross-training plan for backupsName who would become Acting EDSpecify boards monitoring & support role for Acting ED

*Departure Defined Succession PlanningDefinition:Thoughtful planning and activities to ensure organizational sustainabilityAttention to the personal and professional issues of the departing executive director

*Executive Director ReadinessPersonal barriers to letting go:

Not knowing whats nextFearing an empty retirementInadequate personal savingsQuestions of employabilityHolding on to status & professional identity

*Executive Director ReadinessOrganizational barriers to letting go:

No obvious successorNo one else can do this jobLoss of control on the enterpriseUnfinished agency business

*Executive Director ReadinessResources for getting readyA personal coachPeer networksCareer planningNegotiating a departure packageWorkshops on Next Steps

*The ED Departure PathWhats next for me?Setting a dateDealing with legacy & unfinished businessAttending to final leadership tasksEmeritus role definedCelebrations

*Creating a Succession PlanEngage the BoardEngage the senior managersSet up a planning committeeAcquire the needed resourcesFundingConsultants

*Creating a Succession PlanConduct a sustainability audit to identify vulnerabilitiesThe audit question: What are our vulnerabilities with departure of our ED?Resource connectionsUnique skills of the EDDoability of the ED jobManagement TEAM strength / shared leadershipBoard leadership / independence

Creating a Succession PlanDraft the Succession PlanSet strategies to remedy the vulnerabilitiesDelineate the EDs transition tasksUpdate the strategic visionUpdate the ED job description and profile of skills needed to pursue the visionDraft the timeline and plan to recruit a successor who has those skills

*The BOARD steps upPuts a committee in charge

Attends to its own succession planning

Supports the ED

Addresses agency vulnerabilities

Sets future directions

Recruits & supports a successor who fits the future

*Board Leadership

DD: Five Things Not to MissBoard ownership & leadershipEmpathic awareness of EDs personal needsManagers inclusion in future planningOpenness to organizational truthsExcitement for the future

Succession Planning Toolswww.compasspoint.org/et

ToolsEmergency plan templateSabbatical planning checklistSustainability AuditSelf-reflection tool

TimW@compasspoint.org

* Two-day IntensiveWorkshop For Founders & Long-term ExecutivesBest practices for managing succession & transitionConfidential space for addressing personal issues & concerns

More information: www.compasspoint.org/nextstepsSheva DaigneShevaD@compasspoint.org

Succession Monographs Founder Transitions Capturing the Power of Leadership Change Building Leaderful Organizations: Succession Planning for Nonprofits Interim Executive Directorshttp://www.aecf.org/KnowledgeCenter.aspx

www.managingexecutivetransitions.com

Produced By:Society for Nonprofit Organizations5820 Canton Center Rd, Ste #165Canton, MI 48187Email: info@snpo.orgWeb: www.snpo.orgPh: 734-451-3582 | Fax: 734-451-5935

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