PhyllisShurn-Hannah,NortheastRegionFieldServicesDirector?SHRM?March31,2021The10StepSuccessionPlanforChapterLeaders

“Americans—perhapsexhaustedfromdaysintheirdo-more-with-lessworkplaces,workingmultiplejobsorafraidtogetoutinthelargercommunity,orperhapssimplypreferringtocollapseinfrontofthetelevision—justarenotjoiningandvolunteeringasmuchastheyoncedid.”DianeStafford,WorkplaceColumnistKansasCityStarWhatisSuccessionPlanning?SuccessionPlanningistheuseofaplannedcourseofmeasuretoensurethatvolunteersaredevelopedtosuccessfullyreplacecurrentvolunteerleaderswheneverneededtocarryoutthemission,visionandgoalsoftheChapter.ExpectationsofaVolunteerCompleteunderstandingoftheposition–timerequired,requiredtasksTofeelwelcomedGoodtrainingOpportunitytodointerestingworkTobeappreciatedTobecommunicatedwithToknowtheyarehelpingtomaketheworldabetterplaceTobesociallyconnectedTolearnsomethingnewVolunteerLifeCycleCriticalQuestionsToAskTheBoardHowwouldyouhandletheprogressionofyourstrategicobjectivesifakeypositionsuddenlybecamevacant?Doyouselectpeopletotheboardbasedonlikeabilityandneedtofillaslotvs.tacticalandlong-termplanning?DoyouknowTODAYwhowillreplacecurrentleaderswhentheirtermsend?Docurrentvolunteersfeeltheyhavebenefitedinameaningfulwayasaresultoftheirservice?WhyHaveASuccessionPlan?IdentifycriticalvolunteerleaderpositionsinthechapterIdentifyreplacementsforfuturevacanciesinpositions(duetotermendortheunexpected)IdentifyindividualswhocouldpotentiallyfillthosevacanciesEnsurethatthechapter’scurrentmissionandvisionwillbecarriedforwardbyfutureleadersEnsurethatnextgenerationofleadersarepreparedfortheirrolesThePlanshouldbetiedtothechapter’smissionandgoalsOutcomeofPlanningStrongleadershipthatperpetuatesgrowthIncreasedmembersatisfactionthroughgreatservicesandmeaningfulmeetingsContingencyback-upifvolunteerleadercannotcompletetermVolunteerleadersfeelingtheyhavepersonallyandprofessionallybenefitedasaresultoftheirvolunteerexperienceStep1Establishastrategicplan(vision,mission,goals)Step2Evaluatecurrentvolunteerroles:confirmrelevancyStep3Establisha“l(fā)ineofsuccession〞forpositionsEvaluate/updatejobdescriptions/customizeforyourneedsStep4AnalyzememberrosterforpotentialvolunteerleadersStep5DeterminethekeyleadersforwhomsuccessorswillbeidentifiedStep6Evaluatevaluepropositionforattracting/retainingvolunteersStep7Identifythecompetenciesofcurrentkeyleaders:

experienceanddutiesrequiredpersonality,politicalsavvy,judgmentleadershipskillsStep8Selectthehigh-potentialmemberswhowillparticipateinsuccessionplanning:Identifygapbetweenwhatthehigh-potentialmembersareabletodopresentlyandwhattheymustdointheleadershiproleCreateadevelopmentplanforeachhigh-potentialmembertopreparehimorherfortheleadershippositionPerformdevelopmentactivitieswitheachhigh-potentialmemberStep9InterviewandselectamemberforthenewleadershippositionStep10Evaluateit! Communicateit! Sticktoit!StepstoSuccessionPlanningEstablishastrategicplan(vision,mission,goals)Evaluatecurrentvolunteerroles:confirmrelevancyEstablisha“l(fā)ineofsuccession〞forpositionsEvaluate/updatejobdescriptions/customizeforyourneedsAnalyzememberrosterforpotentialvolunteerleadersDeterminethekeyleadersforwhomsuccessorswillbeidentifiedEvaluatevaluepropositionforattracting/retainingvolunteersIdentifythecompetenciesofcurrentkeyleadersIdentifyexperienceanddutiesrequiredIdentifypersonality,politicalsavvy,judgmentIdentifyleadershipskillsStepstoSuccessionPlanningSelectthehigh-potentialmemberswhowillparticipateinsuccessionplanningIdentifygapbetweenwhatthehigh-potentialmembersareabletodopresentlyandwhattheymustdointheleadershiproleCreateadevelopmentplanforeachhigh-potentialmembertopreparehimorherfortheleadershippositionPerformdevelopmentactivitieswitheachhigh-potentialmemberIV.InterviewandselectamemberforthenewleadershippositionV.Evaluateit!Communicateit!Sticktoit!ToolsforSuccessionPlanningYourStrategicPlanYourMember,BoardRostersSuccessfulPracticesfromotherchaptersFour-YearSuccessionPlanGridSuccessionPlanning/CareerDevelopmentQuestionnaireRecruitmentandRetentionToolkitontheVLRCSuccessionPlanningHelpsChapters“Growyourown"futureleadersManagediversityShortenthelearningcurveforfutureleadersIncreasecommitmentandloyaltytotheorganizationWhattoLookForLeadershipInitiativeJudgmentPlanning&OrganizingTeamworkCommitmentPoliticalSavvyBoardRosterSuccessionGridSHRMAnnual

LeadershipConferenceOneofourpurposesforsponsoringtheLeadershipConferenceistohelpfacilitatethesuccessionplanningprocessforourvolunteerleaders.Notonlydoesitprovideexcellentleadershipdevelopmentopportunities,butitisanexcellentwaytofacilitatebestpracticesharingandtonetworkwithfellowvolunteerleadersandprepareforthecomingyear.Itgoeswithoutsayingthatyoushouldthinkstrategicall