leadership succession session2
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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 Two
Leadership & Succession In the ArtsInstructor: Alene Valkanas
Session Two
Preparing for Change: A Transition GuidePreparing for Change: A Transition Guide
This program is made possible with support from American Express Foundation and the New York State Council on the Arts, a State Agency
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Preparing for Change:
A Transition Guide
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Why did the Illinois Arts Alliance undertake major research on succession?What we noticed - We’re getting older3 S’s -- Taboo subjects for discussion
SexSalarySuccession
A 2001 national conference – no comment on succession
Ungraceful public departures of nonprofit leaders
Volunteer boards avoid topic – fear of uncertainty
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We found a partner in The Chicago Community TrustLiterature search found no materials
designed for arts nonprofits and few for nonprofits
Thus began several years of research including surveys of executive directors and emerging leaders with University of Chicago, Center for Cultural Policy
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What did we learn?
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When do you begin succession planning?
Right Now!
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What should we do?Make succession a visible issueDeepen and broaden the pool of leadersAttract and retain more young people of
greater diversityProvide planning resources for board and
staff leaders
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Where can I find help?
Illinois Arts Alliance www.artsalliance.org Has publications on succession planning for arts
organizations including a handbook for interim executive directors
Compass Point www.compasspoint.orgProvides similar planning materials
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Your organization belongs to the Board – Theirs is a Sacred TrustRaising the question is the board’s
responsibilitySuccession planning should be part of
strategic planningUse the annual review as opportunity to
planInclude board development and transition
in discussionsCreate transition committee and identify
charge
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Laying the Foundation for TransitionCreate a culture of evaluationHave up-to-date job descriptionsMake management development a priorityPlan for a transfer of knowledgeMake a dry run
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The Primacy of Strategic Planning
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For the Executive Director
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Three Approaches to Succession Planning
STRATEGIC LEADERSHIP DEVELOPMENT
EMERGENCY SUCCESSION PLANNING
DEFINED DEPARTURE PLANNING
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Strategic Leadership DevelopmentDeveloping Leaders Within
Determine the leadership competencies necessary to fulfill mission
AssureJob descriptions and evaluations are currentProfessional development opportunities providedCoaching and mentoring available
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Emergency Succession PlanningClarify the executive director’s key
responsibilities for an:o Unplanned Absenceo Planned Absence
Get Emergency Succession Plan approvalMaintain important organizational
knowledgeHave a communication plan in place to
include board, staff and stakeholders: funders, civic leaders, major donors
Template: www.centerfornonprofitadvancement.org15
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Check list for All Types of Emergency Succession Plans
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In Summary… A good organization is ever mindful of succession and…
Assesses the organization’s situation through strategic planning
and board development
Assesses ongoing and future leadership needs
Creates a culture of evaluation and
Strategically builds a “leaderful” organization
Develops contingency plans for unexpected leadership departures
Has an emergency succession plan in place
Consolidates all of the organization’s vital information
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Defined DepartureNuts & Bolts of Defined Departure Planning www.commpasspoint.org
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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 set
Nuts & Bolts Departure Planning continued…
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