succession planning mark climie-elliott, cfre catherine wemette, cae
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SUCCESSION PLANNING Mark Climie-Elliott, CFRE Catherine Wemette, CAE. September 15, 2009. What is succession planning anyway?. Succession Planning. An ongoing process where a designated board committee of senior chapter leaders: Reviews key volunteer & staff positions - PowerPoint PPT PresentationTRANSCRIPT
SUCCESSION PLANNING
Mark Climie-Elliott, CFRECatherine Wemette, CAE
September 15, 2009
What is succession planning anyway?
Succession Planning• An ongoing process where a designated
board committee of senior chapter leaders:– Reviews key volunteer & staff positions– Maintains a system to ensure ongoing
chapter leadership through:• Recruitment, Training, Replacement
– Makes sure chapter bylaws &/or employment agreements are being followed
Importance of Succession Planning
• Ensures progress toward achieving strategic goals & objectives
• Provides future leadership (“replacing oneself”)
• Demonstrates best practices in nonprofit governance
Who is Responsible?
• AFP recommends:– Immediate Past-President be responsible
for leading succession planning and serve as chair of Nominating Committee
– Executive Committee (or officers in small chapters) oversees that succession planning is taking place
Panelists
• Scott Johnson – Silicon Valley Chapter
• Clay Mercer – Arkansas Chapter
• Stephanie Rottinghaus – Eastern Iowa Chapter
Questions
• Size of chapter
• Size & organization of board
• Committee structure
• How VPs & Committee Chairs are recruited– Board policy– Written process– Tradition
What are the challenges?
Silicon Valley
• Finding enough willing volunteers
• Ensuring continuity when “handing off” responsibility to incoming leader
• Having an effective nominating committee process
Arkansas
• Getting members engaged in the chapter
• Developing future leaders
• Preparing interested leaders for board roles
Eastern Iowa
• Adding “new blood” to the board
• Dealing with large geographic area
• Having people “step up” to certain chapter jobs
Other challenges
• Job changes/layoffs
• Culture of leadership in the chapter
• Burnout
• Other?
Ideas & Solutions
• Assign responsibility for succession planning to Immediate Past-President
• Create a Volunteer Coordinator position on the board
• Develop a mentorship program for incoming leaders
Ideas & Solutions• Develop a “two deep” leadership system with
every position having a vice-chair– Ensure this exists “at least” for critical positions
(Pres-Elect, NPD, Conference…)
• Discuss the importance of board members not doing all the work themselves– Break tasks into small pieces so volunteers will
have the time to help– Engagement leads to involvement which leads to
leadership
Ideas & Solutions• Engage non-board members on committees• Establish a “career path” guideline that
outlines the volunteer roles a member must have held before being eligible for a board leadership role
• Hold social gatherings and networking opportunities to seek those who may have an interest in board service
Ideas & Solutions• Develop a Board Recruitment Matrix
(skills/expertise/diversity)• Include co-chairs/chairs-elect in board
meetings so they are knowledgeable about the issues
• Make succession planning a regular board meeting agenda item
• Plan far in advance
Ideas & Solutions
• Seek out members with skills & an interest in leadership (Matrix)– “Up-and-comers”
• Standardize committee roles
• Streamline meeting schedule
Open Discussion
Contact Information Stephanie Rottinghaus
Project Manager
Village Gate Communications, Inc.
Clay Mercer, CFRE
Director of Development
Arkansas Arts Center
Scott W. Johnson, CFRE
Consultant
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Contact Information Mark Climie-Elliott, CFRE
President
Climie Elliott
Catherine Wemette, CAEDirector, Chapter
AdministrationAFP
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Thank you for all you do for AFP!