Transcript Document

Succession Planning
for a Sustainable Future
Kansas Health Foundation
April 8, 2015
About the Presenter
Pam Barrett, ACHE, FACHE
•
P Barrett & Associates, LLC
•
Healthcare & nonprofit business
consultant
•
30 year executive leadership in
healthcare/hospice
•
Services: strategic positioning &
financial sustainability |board & staff
development |succession planning |
collaboration strategy
•
Educator | Speaker | Mentor
Learning Objectives
• Identify which roles require
succession planning and why.
• Identify best practices in
succession planning.
• Size appropriate strategies for
leader development and talent
management.
• How to initiate a succession policy
(to include consideration of
interim leadership).
Why Plan for Succession?
• Minimizes risk
• Maximizes opportunity
• Supports organizational sustainability
Who Needs It?
1. Boards of Directors
2. Executives
3. Key Leaders
Getting Your Board on Board
The Succession Policy
– serves as a statement of commitment to:
• Outline the process of planned departure
• Prepare for inevitable leadership changes
• Assess leadership needs before beginning a
search
• Appoint interim leadership (as appropriate) to
ensure continuity and stability
Critical Planning Elements
• Succession Essentials
– Succession Policy and Emergency Backup
• Leader Development & Talent Management
– Ongoing talent development and investment tied to
your strategic goals
• Departure Defined Succession Planning
– Pre-transition planning 1 – 3 years in advance
Succession Essentials
– THE BENEFIT –
Prepares the organization in advance
for how it will handle a transition
when it happens.
Succession Policy Content
Focus on both transition and search
• Organizational assessment
• Transition/search committee
• Succession procedures
• Consideration of interim
• Internal candidates
• Search Plan
Emergency Backup Plan
• Simplest and most effective place to start
- May be required for licensure/accreditation
• Includes emergency planning for executive
and senior managers
• Incorporated into written Board adopted
succession policy
Backup Plan Essentials
• An agreement between an individual and his/her
backup(s)
• Assigns responsibility and authority
• Identifies key duties and relationships
(and needed cross-training)
Emergency
Backup Planning
•
Designate and Cross-train backups
•
Develop procedures and protocols
•
Document the plans
•
Understand key functions & relationships
•
Communicate
•
Refresh
Leader Development &
Talent Management
– THE BENEFIT –
Broadens and sustains leadership capacity
and builds “bench” strength.
Management and Leadership Training: In This Economy? You Bet
By Pam Barrett, ACSW, FACHE
www.pbarrettassociates.com
Strategic Leader Development
• Vision: What is the agency’s strategic vision and
priority goals?
• Skills: What competencies do we need for success?
• Leader Development:
–
–
–
–
–
What competencies do we have?
Which are missing?
Who will acquire competencies needed and how?
How do we back them up?
How will we share leadership & decision making?
Attention to
Leader Development
• Aligns staff development with strategic vision
• Builds staff leadership capacity
• Develops potential management successors
• Diversifies organizational leadership
• Makes the executive and all other leader jobs
more “doable”
Actions to Advance
Leader Development
1.
Secure CEO, senior management, and board commitment.
2.
Put succession basics in place.
3.
Align HR practices and strengthen capacity to support and
manage.
4.
Make leader development a top priority and central to strategy.
5.
Put a bench strength and talent management system in place.
6.
Expand development and training opportunities.
Tools for Leader
Development
• Internal vs. External
• Mentoring
• Mastery Experiences
• Intentional Coaching
• Out of Sector Options
Departure Defined
Succession Planning
– THE BENEFIT –
Strengthens and readies the
organization for transitions.
Effective transitions enhance opportunity for success!
Departure Timetable & Tools
Undefined
18 Mo - 3+ Years
<18 Months
•
Succession
Essentials
•
Succession
Essentials
•
Succession
Essentials
•
Sustainability
Planning
•
Sustainability
Planning
•
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Formal
Transition
Planning
Leader
Development/
Talent
Management
•
Departure-Defined
Transition Management
• Change is an opportunity.
• Power of the pivot – the neutral zone.
• Acknowledge challenges related to transition.
• Opportunity to redefine roles and relationships.
• Can break unhealthy ties to the past.
• Paves the way for new future.
Key Transition Considerations
• Internal vs. Outsourcing Recruitment
• When is an interim Appropriate?
• Roles of the Departing
(Exec. Leader, Board)
Recruitment
(Internal vs. Outsourcing)
• Needs
• Capacity
• Market
• Budget
Why consider an Interim
• Continue operations without stalling out
during leadership transitions
• Independent ‘eyes’ and assessment
• Turning point for a nonprofit organization
• …why not an interim?
Interim Leadership
Other benefits
• Serves as a bridge
• Manages day-to-day
• Offers objective assessment and recommendations;
addresses issues
• Strengthens and readies the department/ organization
• Reassures staff/ stakeholders
• An effective interim models excellence
Proceed with Caution
Incumbent staff
Applicant
Board member
Former ED
Community leader
Tips for Hiring an Interim
• Begin with the end in mind.
• Identify most urgent issues and challenges.
• Focus on what the organization needs, not the prior
leader.
• Determine priorities for transition.
• Seek an individual specifically skilled as an interim
leader.
• Compensation considerations.
• Tap local resources for candidates.
Roles of the
“Dearly Departing"
(Departed)
• The Executive
• The Leader (s)
• The Board
Role of the Departing
DOs
DON’Ts
• Limit your “assistance” to
• Drag out the inevitable
essential functions
• Honor the Succession
Policy
• Respect and demonstrate
confidence in the process
• Support the successor
• Get out of the way!
• Serve on the Search/
Selection Committee
• Attempt to manage/
manipulate the process
• Inflate your importance
• Overstay
Transition:
Coming to Terms with Change
Next Steps
Template and Resources
SUCCESSION PLANNING for a Sustainable Future
TEMPLATE & TIPS for Getting Started
CHECK those you have in place
1. A written plan
2. An effective & tested process
3. Clear emergency back-up plan
BOARD
ED/CEO
KEY LEADERS
Resources
•
The Nonprofit Leadership Guide
– Covers Leadership Transition
and Leadership Development
•
May be ordered from Transition
Guides:
– www.transitionguides.com
– Now see: RAFFA
– www.raffa.com
Resources
•
Chief Executive Transitions:
How To Hire And Support A
Nonprofit CEO
– Covers Executive Transition
Management
•
May be ordered from Board
Source:
– www.BoardSource.org
Resources
•
SUCCESSION Are you Ready?
– Covers CEO Leadership
Transition
•
By Marshall Goldsmith
Author of New York Times
bestseller, What Got You here
Won’t Get You There
• May be ordered at
-www.amazon.com
or other booksellers
Resources
•
Annie E. Casey Foundation
monograph series
–
–
–
–
–
–
–
•
Building Leaderful Organizations
Ready To Lead? Next Generation
Leaders Speak Out
Capturing The Power Of Leadership
Change
Founder Transitions: Creating Good
Endings And New Beginnings
Interim Executives: The Power In
The Middle
Up Next: Generation Change And
Leadership Of Nonprofit
Organizations
Stepping Up, Staying Engaged
(Boards during transitions)
Free and available online at:
–
www.TransitionGuides.com/resourc
es/monographs.htm
Thank You!
P Barrett & Associates, LLC
1852 Banking Street #9094
Greensboro, NC 27408
336.500.8670
[email protected]
www.pbarrettassociates.com
Special Acknowledgement to colleagues Jeanie Duncan,
Raven Consulting Group and Tom Adams, RAFFA