Succession Planning Models Great Plains Assistance Dogs Foundation, Inc. dba Service Dogs for America Jenny M. BrodKorb, BA, MBA, MSSL

Does your organization have an executable succession plan? Succession Planning Does your organization have an executable succession plan? Source: https://analyticsweek.com/content/succession-planning-number-infographics/

Succession Planning A successful succession plan links the mission, strategic goals, and financial health of the organization, with the intent of keeping the organization moving forward during a change in leadership. Image source: https://www.youtube.com/watch?v=2i6OSL70cg0/; google images

Succession Planning A successful succession plan begins with Board of Directors (BOD) that is always invested, engaged, and informed - not just during times of change. Having a governance model, like the Carver Model, assists in establishing responsibilities and duties of your board. Your Board of Director Manual should include your programs leadership succession plan Your BODs should be well-informed, from the beginning of their service on the board, in all areas of the organization. As with all non-profits, transparency is the key to successful succession planning. Your BOD should have a healthy mix of invested individuals and a strong chair. The board must be able to develop or modify the leadership’s job description, recruit appropriate candidates, and communicate the mission, vision, and purpose of the organization. The board should understand the financial position of the organization and its funding sources (including fundraising activities). Image source: https://barkpost.com/best-dog-friendly-offices/

Succession Planning A successful succession plan includes leadership dedicated to the health and productivity of the organization. This is true of the exiting leadership, incoming leadership, and interim leadership (if applicable). Leadership should be able to put the organization first during the transition into new leadership. After all, we are all in this business for the success and fulfillment of the mission of the organization. The exiting leadership should assist the board in their recruiting strategy by offering sufficient notice of resignation, offering key skills and qualifications necessary in the new leader, and be offered the opportunity to weigh in on the final candidates selected by the BOD. The exiting leadership should be willing to stay on, as an independent contractor- in a mentoring/consulting role, for approximately 3 months, post administration change The exiting leadership would not be involved in management of the organization or its finances during the mentoring period. The BOD should honor and recognize the exiting leadership and avoid allowing unresolved issues to (potentially) sabotage new leadership. Image source: http://www.philly.com/philly/living/Pets-head-to-the-office-for-Take-Your-Dog-to-Work-Day-.html/

Succession Planning A successful succession plan includes hiring an incoming leadership who understands the process and expectations. Again, be transparent in the selection process of your incoming leadership. Make sure the planning process and expectations are clear, both for their arrival and departure. Ensure the new leadership understands the exiting leader will be available for 3 months during the transition. They will introduce the new leader to key stockholders but will not be permitted to manage or run the organization. As part of the job offer/contact, ensure the new leader understands the same will be expected of them when they transition from the organization. Image source: https://www.rover.com/blog/best-dog-friendly-offices/

Succession Planning Unplanned leave and unplanned succession is, unfortunately, a reality. This is why an active, engaged, and informed BOD is a necessity. This will help to avoid too much disruption within the organization. To avoid a lapse in services provided or setback in the organization, keep your BOD engaged and informed. The BOD and exiting leadership should openly discuss (if possible) who is most appropriate for holding an interim position until a permanent replacement can be recruited. The BOD’s Executive Committee (President, Vice President, Treasurer, Secretary) or hiring committee should take every measure to ensure the organization runs as seamlessly as possible during the transition. Image source: https://www.dog-on-it-parks.com/blog/office-dogs-pet-friendly-survival-tips/office-dog/

Succession Planning Focus on the mission Be transparent Work together Keep it simple Focus on the mission of the organization It’s all about the mission and the work your organization does Keep it simple Do not complicate it too much. Clear guidelines and expectations Be transparent Keep your Board engaged and informed, always Work together This is not about a single person – it’s about changing someone else’s life – that is why we are all here Image source: https://www.petsafe.net/learn/why-tug-is-the-best-game-to-play-with-your-dog

Do you have any questions? Succession Planning Do you have any questions? Image source: https://dogfancy.com; http://www.exubrancy.com/blog/2014/6/30/wz6a45cevas8pal65elamn85bowzu1

Succession Planning Please provide your comments and feedback. Your feedback makes these sessions a better experience for everyone. Image source: https://www.tie-a-tie.net/necktie-survey/