phyllis shurn-hannah, northeast region field services director ▪ shrm ▪ march 31, 2010 the 10...
TRANSCRIPT
Phyllis Shurn-Hannah, Northeast Region Field Services Director ▪ SHRM ▪ March 31, 2010
The 10 Step Succession Plan for Chapter Leaders
©SHRM 2008
“Americans — perhaps exhausted from days in their do-more-with-less workplaces, working multiple jobs or afraid to get out in the larger community, or perhaps simply preferring to collapse in front of the television — just are not joining and volunteering as much as they once did.”
Diane Stafford, Workplace Columnist
Kansas City Star
©SHRM 2008
What is Succession Planning?What is Succession Planning?
Succession Planning is the use of a planned course of measure to ensure that volunteers are developed to successfully replace current volunteer leaders whenever needed to carry
out the mission, vision and goals of the Chapter.
©SHRM 2008
Expectations of a Volunteer
• Complete understanding of the position – time required, required tasks
• To feel welcomed
• Good training
• Opportunity to do interesting work
• To be appreciated
• To be communicated with
• To know they are helping to make the world a better place
• To be socially connected
• To learn something new
©SHRM 2008
Volunteer Life Cycle
©SHRM 2008
Critical Questions To Ask The BoardCritical Questions To Ask The Board
• How would you handle the progression of your strategic objectives if a key position suddenly became vacant?
• Do you select people to the board based on likeability and need to fill a slot vs. tactical and long-term planning?
• Do you know TODAY who will replace current leaders when their terms end?
• Do current volunteers feel they have benefited in a meaningful way as a result of their service?
©SHRM 2008
Why Have A Succession Plan?Why Have A Succession Plan?
• Identify critical volunteer leader positions in the chapter• Identify replacements for future vacancies in positions
(due to term end or the unexpected)• Identify individuals who could potentially fill those
vacancies• Ensure that the chapter’s current mission and vision will
be carried forward by future leaders• Ensure that next generation of leaders are prepared for
their roles• The Plan should be tied to the chapter’s mission and
goals
©SHRM 2008
Outcome of PlanningOutcome of Planning
• Strong leadership that perpetuates growth
• Increased member satisfaction through great services and meaningful meetings
• Contingency back-up if volunteer leader cannot complete term
• Volunteer leaders feeling they have personally and professionally benefited as a result of their volunteer experience
©SHRM 2008
Step 1Step 1
• Establish a strategic plan (vision, mission, goals)
©SHRM 2008
Step 2Step 2
Evaluate current volunteer roles: confirm relevancy
©SHRM 2008
Step 3Step 3
Establish a “line of succession” for positions
• Evaluate/update job descriptions/customize for your needs
©SHRM 2008
Step 4Step 4
Analyze member roster for potential volunteer leaders
©SHRM 2008
Step 5Step 5
Determine the key leaders for whom successors will be identified
©SHRM 2008
Step 6Step 6
Evaluate value proposition for attracting/retaining volunteers
©SHRM 2008
Step 7Step 7
Identify the competencies of current key leaders: • experience and duties required• personality, political savvy, judgment• leadership skills
©SHRM 2008
Step 8Step 8
Select the high-potential members who will participate in succession planning:
Identify gap between what the high-potential members are able to do presently and what they must do in the leadership role
Create a development plan for each high-potential member to prepare him or her for the leadership position
Perform development activities with each high-potential member
©SHRM 2008
Step 9Step 9
Interview and select a member for the new leadership position
©SHRM 2008
Step 10Step 10
Evaluate it!
Communicate it!
Stick to it!
©SHRM 2008
Steps to Succession PlanningSteps to Succession Planning
I. Establish a strategic plan (vision, mission, goals) II. Evaluate current volunteer roles: confirm relevancyIII. Establish a “line of succession” for positions
> Evaluate/update job descriptions/customize for your needs
IV. Analyze member roster for potential volunteer leadersV. Determine the key leaders for whom successors will be
identifiedVI. Evaluate value proposition for attracting/retaining
volunteers
VII. Identify the competencies of current key leaders Identify experience and duties required Identify personality, political savvy, judgment Identify leadership skills
©SHRM 2008
Steps to Succession PlanningSteps to Succession Planning
VIII. Select the high-potential members who will participate
in succession planning Identify gap between what the high-potential
members are able to do presently and what they must do in the leadership role
Create a development plan for each high-potential member to prepare him or her for the leadership position
Perform development activities with each high-potential member
• IV. Interview and select a member for the new leadership position
• V. Evaluate it! Communicate it! Stick to it!
©SHRM 2008
Tools for Succession PlanningTools for Succession Planning
Your Strategic Plan Your Member, Board Rosters Successful Practices from other chapters Four-Year Succession Plan Grid Succession Planning/Career Development
Questionnaire Recruitment and Retention Toolkit on the VLRC
©SHRM 2008
Succession Planning Helps ChaptersSuccession Planning Helps Chapters
> “Grow your own" future leaders
> Manage diversity
> Shorten the learning curve for future leaders
> Increase commitment and loyalty to the organization
©SHRM 2008
What to Look ForWhat to Look For
• Leadership• Initiative • Judgment• Planning & Organizing• Teamwork• Commitment• Political Savvy
©SHRM 2008
Board RosterBoard Roster
Position Incumbent Leadership Initiative Teamwork Recommended Action
Chapter President
Sally Smith Exceptional Exceptional Strong State Council
Treasurer Suzie Que Needs Improvement
Needs Improvement
Needs Improvement
End Term
Secretary Jane Rogers
Strong Strong Strong Continue in Position
Competencies
President-Elect
Joe Blow Strong Strong Strong President
V.P. Programs
Don Ho Exceptional Exceptional Exceptional President-Elect
©SHRM 2008
Succession GridSuccession Grid
Position Current Volunteer
2007 Projection
2008 Projection
2009 Projection
President
President-Elect
Treasurer
Secretary
Membership Chair
Programs Chair
Certification Chair
Legislative Chair
Foundation Chair
Diversity Chair
©SHRM 2008
SHRM AnnualSHRM AnnualLeadership ConferenceLeadership Conference
• One of our purposes for sponsoring the Leadership Conference is to help facilitate the succession planning process for our volunteer leaders. Not only does it provide excellent leadership development opportunities, but it is an excellent way to facilitate best practice sharing and to network with fellow volunteer leaders and prepare for the coming year.
• It goes without saying that you should think strategically about who attends this conference.
• When your volunteer leaders return from the conference, ask them to conduct a presentation on key learning points and how they will apply their new learning. Avoid encapsulated development at all costs!
©SHRM 2008
Don’t Let Anyone Be Fooled!
©SHRM 2008
Questions/Discussion?Questions/Discussion?