Succession Planning

Ray Scott, CFPIM, CIRM

President, APICS – St. Louis Chapter

Ensuring Continued Success for Your Chapter

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Succession Planning

What is it?

Why do you do it?

What do you do?

How do you do it?

When do you do it?

Who does it?

How do we implement a plan?

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Succession Planning

What is it?A process to identify and develop people with the intent to fill key leadership positions within the Chapter

Effective Succession Planning concerns itself with building a series of feeder groups up and down the entire leadership pipeline

The succession plan helps appoint new directors quickly in a structured manner, allowing the Board to continue its business without disruption, meeting any business challenges that are encountered.

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Succession Planning

Why do you do it?One of the key roles of any nonprofit Board is to continually ensure that it has the right set of skills, talents and attributes represented in its Board members.

There is an increasing demand for highly qualified, dedicated, conscious, and aware professionals who truly add value to the organization.

Failure to attract these people to the Board can lead to poor results, lack of direction, disillusioned Boards, puzzled stakeholders, and even the demise of the organization.

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Ensures the continued success of your APICS Chapter.

Provides support for new and returning Chapter officers.

There must be a commitment to the process to help create opportunities for future leaders.

Succession Planning

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Questions To Ask About Board Succession Planning

Do we have a formal approach to Board succession planning? Does it cover multiple years?

Have we agreed on our required Board Skills, Talents and Attributes?

Do we have agreed strategies for identifying potential directors?

What role should our President have in Board succession planning?

How do we attract high quality directors to our Board?

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Succession Planning

Each chapter has in common the same basic requirements and expectations from APICS Corporate

Each chapter and the community it serves also has its own unique advantages & challenges due to:LocaleMembershipIndustries servedGovernmentOther local factors

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Succession Planning

What do we need to do?Focus on Policies, Procedures and Practices - Not Personalities

Establish Succession Planning as a key Board activity

Succession Planning is the responsibility of the Chapter leaders - not the members

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Succession Planning

How do we do it?Key questions to be asked include: What are the skills, talents and attributes

that our chapter requires? How well are these requirements being

met by our current leadership team? What additional skills do we need to

recruit and/or develop? What people or sources can we use to

address the gaps?

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Succession Planning

The APICS Chapter Strategic Plan can provide guidance

The vision and mission of APICSThe mission of your Chapter (what you

intend to accomplish) What is needed and feasible with respect

to your members

Key areas of focus for your Chapter

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Succession Planning

Once you know the way – how do we get there ?

How do we attract the right people to our Board?

.

Ideas – best practices…?

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Succession Planning

When do you do it?

Start planning now – it’s never too early

Do not wait until the end of your term

Succession Planning should carry through from year to year

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Succession Planning

Who does it? The responsibility for succession planning

often falls to a specific Board committee. Typically, this committee is responsible for:

Developing a continuous list of eligible Board candidates

Interviewing potential candidates Recommending candidates to the full

board Ensuring each new Board member receives

proper induction and training.

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Succession Planning

Who do we include in our search?

Active members

New members

Highly motivated students

Academic professionals

Recently certified members

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Succession Planning

What do we do now that we have a plan? The President must be ready to step aside and

allow the successors to take over. Some chapters create a ‘Senior Advisor’ role.

This allows the new president to have a resource when they hit a tough patch.

In some chapters, the ‘Past President’ is a formal board position that serves the same role.

Continue to move Board members through different roles to prepare them.

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Identify Needed Skills

Identi

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Sele

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Recr

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Imp

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Tra

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Act

ivit

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Monitor & Evaluate

Foundation & Execution

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Sources of InformationConscious Governance, Nonprofit Strategic Planning for CEO's, Executives, and Nonprofit Boardshttp://www.conscious-governance.com

Tips for Efficient Succession Planninghttp://blogs.hbr.org/goldsmith/2009/05/change_succession_planning_to.html\

APICShttp://media.apics.org/cbox/Chapter_Leaders/StrategicPlanningHandbook.pdf

Succession planning http://en.wikipedia.org/wiki/Succession_planning

How to do Succession Planning – Sherri Mazurek http://managementhelp.org/staffing/succession-planning.htm

Form a business succession plan in seven steps - Gregory K. Amundson http://www.bizjournals.com/louisville/stories/1997/05/19/smallb6.html?page=all

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What questions or concerns do you have?

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