Transcript Assessment: Organizational, Board and Staff and Change

Preparing Your Organization for the Future:
Executive Succession Planning
Sue Ogle, ESC Consultant
MNN Annual Conference
Session #1 – 10:45-12:00pm
October 29, 2014
ESC of New England
176 Federal Street, Suite 5C
Boston, MA 02110
(617) 357-5550; www.escne.org
Introduction Questions
 How many are ED’s? Other positions?
 Years as an ED or other position with your organization
- New – 2 years
- 2 – 5 years
- 5 – 10 years
- 10 – 20 years
- Over 20 years
 How many have a succession plan?
2
Overview: 3 P’s
Purpose:
 For participants to learn guiding skills and frameworks to ensure
successful leadership transition in the future
Process:
 Packet, small and large group discussions, presentations,
worksheets, templates, assessments, each other
Payoff:
 Participants will have a better understanding of the necessary
components to plan and execute an executive transition
3
Succession Planning Basics:
What is Succession Planning, & why do we need it?
 Succession Planning is a process to assure timely
and effective continuity of organizational leadership
- Planning for a smooth transition
- Preparing for the unexpected
- Planning for the worst case scenario
 Succession planning is the responsibility of the
Board and Executive Director
 It assures Continuity of Leadership
 Leadership transition is inevitable
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Why is this vital for your organization’s future?
In a survey of nonprofits:
 67% of nonprofit executives anticipate leaving within
five years
 33% of current executives followed a leader who was
fired or forced to resign
 40% of executive transitions fail within the first 18
months
 Only 17% of nonprofits have a documented succession
plan
Source -- Daring to Lead: A National study of Executive Directors, 2011
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Organizational Assessment
 Complete the “Organizational Assessment” checklist
individually using Handout #1
 In groups of 2-3, identify and discuss one strength and
one weakness.
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Types of Executive Transition
What would happen if your ED were
not available to work starting
tomorrow?
ESC of New England
176 Federal Street, Suite 5C
Boston, MA 02110
(617) 357-5550; www.escne.org
Unplanned/Emergency Transition
Unplanned departure of key executive without lead time


Immediate action steps by board:
1.
Meets to confirm or decide upon acting executive
2.
Establishes a board transition committee
3.
Clarifies role/responsibilities of acting executive, who on
board will provide supervision/support
4.
Clearly communicates short-term plan and timeline for
permanent replacement
5.
Reviews security issues and signatories
6.
Reaches out to external stakeholders, funders, supporters,
etc
Handout #2: Emergency Succession Plan Template
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Defined Departure
 Planned departure of key executive with significant lead time
 Areas to be addressed:
- Identifying and passing on skills, knowledge and key
relationships
- Training and developing management skills for current staff
- Strengthening governance functions
- Establishing requirements and process for replacement
- Developing search plan
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Executive Transition Management (ETM)*
Transition and Search Planning

Preliminary transition planning
Organizational assessment
•

SWOT analysis
-
Clarifying organization’s strategic direction
-
Transition associated implications (ie interim executive)
-
Capacity building efforts to smooth the way for the next
executive director
-
Qualities, qualifications desired in new executive
Handout #2: Emergency Succession Plan Template
*Staying Engaged, Stepping Up: Succession Planning & Executive Transition Management For Nonprofit Boards
of Directors (Annie E. Casey Foundation)
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Executive Transition Management
(ETM)
Search, Selection and Organizational Preparation
 Candidate recruitment and screening
- Establish large pool of diverse, qualified candidates
 Develop procedures for conducting interviews & checking
references
 Change is time of both organizational vulnerability and
heightened opportunity
 Prepare appropriate send-off of current executive, celebrating
her/his legacy
 Handout #3: Sample Transition Process & Timeline
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Executive Transition Management
(ETM)
Post-Hire Launch and Support
 Plan and conduct appropriate welcome for new executive
 Board and new executive create a “leadership agenda” 12-18
months
 Board mentor(s) for new executive
 Define systems for monitoring board and executive
performance
 Review strategic plan and agency vision
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Potential Resources
 Handout #1: Organizational Assessment
 Handout #2: Emergency Succession Plan Template
 Handout #3: Sample Transition Process & Timeline
 Handout #4: Transition Pitfalls
 Handout #5: Actions to Launch/Expand Succession Plan
13
Overview: 3 P’s
Purpose:
 For participants to learn guiding skills and frameworks to ensure
successful leadership transition in the future
Process:
 Small and large group discussions, presentations, worksheets,
templates, assessments, each other
Payoff:
 Participants will have a better understanding of the necessary
components to plan and execute an executive transition
14
Thank you for your participation!
ESC of New England
www.escne.org