what’s next? succession and sustainability planning cat fribley resource sharing project iowa...
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What’s Next?Succession and
Sustainability Planning
Cat Fribley
Resource Sharing Project
Iowa Coalition Against Sexual Assault
Not if…But when
Leadership transitions are inevitable.
Organizations can develop cultures that normalize discussions of change to better prepare.
Why plan?
ease next person’s learning curveensure continuityensure ease of departureavoid significant lossesshare information across staffconsistency/transparency of goal-setting
What is Succession Planning?
Three different approaches:
Strategic Leader Development
Emergency Succession
Departure-Defined Succession
The bigger picture:
Succession planning also is the process an organization goes through to determine its future and how it will pursue its goals while acknowledging that the personalities in leadership will change.
Succession planning leads to sustainability; organizations create systems and processes to solidify operations.
You win!
You and your staff bought a set of lottery tickets and you just found out you’ve won! You need to leave your jobs immediately to collect your prize and leave for your trip to Tahiti.
You have a day to clean up the office and leave a note behind for the staff who succeed you.
Spend 5-10 minutes jotting down your note, then share it with people around you (2-3). What are the most critical things you need to tell the next generation of leadership at staff at your center?
Different Approaches
Advance: Thorough approach, includes multiple stakeholders and is intended to prepare for growth during transition.
Prepared Emergency
Triage: Focuses on critical information, preparations intended to help avoid crisis.
Short-term Plans
Document job-specific processes.
Identify and share key contacts.
Focus on financial and contractual processes.
Individual approach.
In crisis?
Focus on the fires Supervision Finances Contracts Controls Keys
Make planning a part of how you do business
Advance PlanningInvolves all levels of the organization;
Focuses on the ongoing growth of the organization;
Includes strategic planning;
Prepares org for a search.
Organization Levels
Executive
Programs
Significant leadership
Organizational Elements
Priorities
Policies
Practices
Procedures
Construction & Cohesion
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Our Web
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PrioritiesProceduresPoliciesPractices
ProgramsBoard/LeadershipExecutives
What to look for
Mission/vision clarityStrategic PlanPolicies (personnel, fiscal, board)Job descriptionsWorkplansCohesive files, contacts, tracking systems, etc.
Organizational Self-Awareness
Where do you want your organization to be in 10 years?
What do you need to get there?
What have you been doing?
How do you do it?
Does everyone involved have information relevant to their role?
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How to get startedTalk about it
Identify resources
Document processes Calendars Contacts Policies
Identify Gaps
Places to embed planning
Annual evaluation processes
Staff and Board meetings
Policy reviews
Review of job descriptions
Professional development
Other opportunities
Support the board in initiating a planning process
Support staff in their professional development
Talk openly about organizational change
At a minimum
Staff workplans
Staff calendars
Staff contacts
Fiscal redundancies
Leadership development
Who does what?
•Board and committees: Sets direction & priorities; requests to staff regarding internal controls and documentation; build leadership.
•Staff: develops redundancies; provides documentation; asks questions; emphasize professional development.
•Membership: Provide input on direction and priorities.
Board Importance
“As the ultimate guardian of the community's investment in the agency, it is the board's duty, regardless of its practices to date, to attend to succession planning -- and long before leadership issues create a crisis for the agency.”
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Take stock & take heart
Think about your organization’s web of sustainability. What action steps can you take in the next week, month, and year that will increase your organization’s ability to support significant staff transitions?
Your intentional planning will create organizational sustainability beyond succession!
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About the peoplePlanning transitions
Ongoing leadership development
Addresses conflict, barriers and fear
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For everyone:Support growing leadership
Share information
Provide input into planning and visioning
“Succession planning creates more nimble and flexible organizations through shared leadership. It also energizes and reassures a board by providing high-level strategy and demonstrating that staff leadership is broadly shared and backed up.”
Annie E Casey Foundation Report, Building Leaderful Organizations : Succession Planning for Nonprofits
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Finding Balance