Welcome Region 17

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Welcome Region 17 18

• Succession Planning Training

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What is Succession Planning?

• Succession planning is the preparation, execution
  and ongoing management of a Chapters critical
  future people needs.

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How to Develop the Future Leaders within Your
Chapters and Regions

• Core Principles Underlying Succession Planning
• 1. Leaders really do matter in managing/driving
  accountability, results, culture.
• 2. Performance is what counts top performers
  over high potentials
• (the what how both count).
• 3. Even our best leaders face professional and
  personal changes that alter their ability to
  continue to lead
• volunteer organizations into the future
• 4. Talent is an enterprise resource willingness
  to share talent makes
• the system work.
• 5. A broad set of experience assignments is the
  best classroom
• yet a balanced approach is still necessary
  for development.
• 6. Its incumbent upon todays Leadership to
  leave a legacy of
• future talent current leaders must teach,
  mentor, role model others on what
• it takes to succeed.
• 7. Invest in the best focus the rest.

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Core Principles Underlying Succession Planning
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Discussion Points

• Why do volunteer organizations need a succession
  plan?
• How do you create the right plan for your
  chapter?
• How does a succession plan translate into the
  future success of your chapter or region?

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Top Performers Wanted

• To implement a strategic plan and to survive and
  grow
• in a field that has become increasingly
  difficult,
• competitive and challenging, a volunteer
  organization needs
• top-notch leadership talent to be able to
  continue.

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Succession Planning Key Elements

• 1. Assessment of Key Positions
• What are the competencies and experiences
  needed to qualify for each key position?
• 2. Identification of Key Talent
• Typically, volunteers with in the chapters
  committees and current leadership.
• Identified by their chapter and regional
  leaderships assessment of their performance and
• potential for advancement.
• 3. Assessment of Key Talent
• For each person on the radar screen, primary
  development needs are identified focusing
• on what they need in order to be ready
  for the next level.

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Succession Planning Key Elements

• 4. Generation of Development Plans
• A development plan is prepared for how each
  chapters leadership team will help
• the person/volunteer leader develop
  over the next year to three years.
• 5. Development Monitoring Review
• An annual or semi-annual succession planning
  review is held to review progress of key
• talent and to refresh or revise their
  development plan.

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Finding the Right People

• To help you identify the right potential leaders,
  it is important to use a valid and reliable
  assessment plan.

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Why Every Organization Needs a Plan

• A succession plan can help chapters and regions
  find and develop talented leaders to drive
  strategy, reinforce values and successfully
  secure the future of volunteer organizations.

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Other Reasons For Using Succession Planning

• Retaining leadership talent is both a strategic
  necessity.
• You cannot implement your strategy without the
  right leadership.
• Filling positions internally cuts down on ramp up
  time
• Since you realistically cannot develop everyone,
  focusing on those individuals with the highest
  leadership potential is essential.

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What Traits To Look For In A Top Leader

• For leaders, cross-functional experience,
  strategic-thinking skills and emotional
  intelligence are absolutely necessary.

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Successful Leaders

• Create a vision
• Analyze situations and develop strategies
• Instill enthusiasm and momentum
• Surround themselves with the right people
• Take risks when needed
• Develop other leaders

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What are Values?

• The driving factor for everybody in an
  organization and how they truly act.
• An increasingly important part in strategic and
  succession planning, driving the intent and
  direction for organic planners.

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Developing a Value Statement

• Establish four to six core values from which the
  organization would like to operate.
• Consider the values of members, volunteer
  leaders, and the community.
• Note any differences between the organizations
  preferred written values and its true values (the
  values actually reflected by members behaviors
  in the organization).

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Determining Your Core Values

• Peace
• Integrity
• Power
• Wealth
• Joy
• Influence
• Happiness
• Love
• Justice
• Success
• Recognition

• Spirituality
• Friendship
• Family
• Career
• Fame
• Truth
• Status
• Authenticity
• Wisdom
• Acceptance
• Health

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Best Practices for Developing Leaders

• Coaching
• Mentoring
• Skills Development
• Stretch Assignments
• Cross-Functional Experience

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Chapter Position for Consideration

• Consider adding a position of Chairperson of the
  Board or Chairpersons Advisory Committee
• Adds to the continuity of the chapter
• Provides a role for successful outgoing Chairs
• Keeps the process moving, yet maintains the
  progress that was previously made

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Summary

• Review of succession candidates and development
  plans in each chapter on a quarterly basis.
• Report development progress and make necessary
  adjustments to the plan with your ARVPs and
  RVPs quarterly.
• Orchestrate moves for the next twelve months
• Remember Inclusion, not Exclusion!