Succession Planning and Beyond Nurturing AND Developing Leaders Ghasem Nahvipour CEO Comprehensive Life Resources ghasem@cmhshare.org 2015 Washington State Nonprofit Conference May 13th, 2015 1

“Over 50% of organizations in the U. S “Over 50% of organizations in the U.S. expect a significant change in leadership in the next 5 years” 2

Key Factors: Will struggle with: “The succession problem in state, local and federal government is the big gorilla. It’s huge. What these employees deliver or don’t deliver affects so many people”. Key Factors: World of C’s (complex, confusing, controversial, contradicting,….) Retirement of the Baby Boomer Generation and merging Z (Digital) Generation Digital World Flat organizations with few successors Recruiting new talent Will struggle with: Constrained supply and increasing demand Recruiting Developing of internal talent 3

Implications Need focused efforts on: Succession planning means: highest impact activities Succession planning means: Full integration of mission, vision and values Continuous demand for the increase in productivity Facilitating easier leadership transitions Investing in leadership capabilities Refining management rewards to retain and attract top talent Expanding recruiting horizons Fostering individual career mobility. 4

Succession Planning Objective: Major components: Inspiring talents Anticipate and secure an adequate supply of talent for future organizational needs Major components: Defined goals and organizational support Linking talent strategy to organizational strategy Identifying talent Developing talent Retaining key talent Deploying talent to balance short and long-term organizational needs Inspiring talents Measuring system effectiveness 5

Development Activities 10% Training 25% On The Job 65% Individual, Experiential Coaching AND Leading By Example Learning & Dev Programs Internal leadership classes University-based programs Executive External programs Self Directed Dev Reading lists Executive Book Club On-the-job Activities Expanding / modifying current job Shadowing – other leaders Short term high-impact cross-functional projects Site visits – other organizations, suppliers, etc. Job Rotations External Involvement Trade/ industry associations Leadership role in civic/ community groups Planning for Succession: A Toolkit for Board Members and Staff of non-Profit Merianne Liteman Illinois Arts Alliance Foundation Succession Planning and Sustainability in Nonprofit Organizations (internet) Mindy Lubar Price Effective Succession Planning: Ensuring Leadership Continuity and Building Talent From Within William Rothwell Feedback, Coaching, Mentoring Internal / External Coaching Mentoring 6

Common Challenges Roles and responsibilities not defined HR, Leadership, Metrics/ Reporting Failure to identify “strategic” positions and people Multigenerational workforce AND merging X, Y and Z Generations Improper prioritization of succession risks Excessive reliance on “mgr.” identification of talent Talent not shared across the organization Today’s speed & intensity and frequency of change No process for developing key talent Our blessing is becoming our curse 7

“Current State” Questions What are the current/ future environmental issues facing your organization? What types of talent will be needed to execute your strategy? What are your biggest talent gaps now? 2 years? 5 years? Which stage of succession planning is your organization in? (Replacement, Succession or Talent Mgmt.) What steps will be critical for building the future talent pipeline? 8

COMPREHENSIVE LIFE RESOURCES SUCCESSION PLANNING FROM FY OCT 2010 TO THE PRESENT TIME Flat Organization. Expand the Executive Management Team from 6 to 15. CEO meets one-on-one with every top applicant prior to presenting final offer. Leadership training for all the managers during weekly Management Team Meetings (formal or informal). Mentor/coach training for new employee individually. Identified the potential future Leaders. Filled five (5) vacant, senior-level positions with internal employees. Individual manager mentoring/coaching by CEO for future leaders. CEO conducts presentation on our values and our principles during monthly, new employee orientation. Multi-applicant (panel) interview with top applicants for every position within the agency. Being connector to seek potential in prospective leaders (What you seek is seeking you) Success at Past Agencies Open Book Management Leadership training series certification

Ghasem’s Future Leadership Training Series (2015 -2016) Transcendent Leadership Multigenerational Workforce Succession Planning From Coach to Awakener (Transcendent Coaching) Emotional Intelligence Traits of Inspired Employees From Connection to Engagement Nothing is About Me AND Everything is About Me Life of Inner Peace, Joy and Contentment Servant Leadership Lead by Heart – Manage by Data Challenges/Opportunities of a Digital World Whole Brain Decision Making Receiving & Giving Feedback with Grace & Integrity Mastery of Language – In listening more is less & in speaking less is more

LIVING CONSCIOUSLY Trust Trust Meditating Breathing Inner Joy Receptiveness Receptiveness Trust Trust Awareness without Judgment Acknowledge Attune (Observe without Judgment) Receptiveness Breathing Thoughts Feelings Behaviors Meditating Receptiveness Speaking Listening Trust Trust Inner Joy Stillness Silence Inner Peace Allow Acceptance without Judgment Reflection Prayer Receptiveness Receptiveness Physical Well-Being Trust Trust Apologize Amend Appreciate Receptiveness Receptiveness Action Aligned with Divine Self Trust Trust Integrity Kindness Respect Serving Giving Forgiveness Love/Compassion

Signs of Inner Peace & Joy Ability to think, listen, speak and act from our true, divine self and our values rather than from fears, anxiety and guilt, based on past experiences, our emotions, our conditions and our circumstances Ability to be fully present, in here an now, and enjoy each moment Ability of being compassionate, caring and connected to others, life, nature & self Ability to apologize, amend and take full responsibility for his/her actions Frequent, overwhelming episodes of appreciation at life, others and self Contented feelings of connectedness with self, others & nature Frequent genuine smiling An increasing tendency to allow things to happen rather than make them happen An increased susceptibility to love extended by others and the uncontrollable urge to extend it Loss of interest to live in past or future Loss of interest to compare, compete, criticize, condom, self & others A loss of interest in judging, labeling & categorizing self & other people A loss of interest in interpreting the actions & words of self and others A loss of interest in conflict A loss of ability to fear, worry or have anxiety Loss of interest to express opinion, assumption, judgement………

TRAITS OF INSPIRED EMPLOYEES ETHICAL INTEGRITY Doing the right thing is top priority. To be counted on to live and act in accordance with our shared values, leads to being reliable. OPEN AND RECEPTIVE Open to new ideas and experiences. FLEXIBLE Able to adjust mindset and trying a different ways to do things. Mastery of Language Less is more: Listen with love and speak with respect FOCUSED ON THE GREATER GOOD OF OTHERS, TEAM AND ORGANIZATION. This involves a greater understanding of self in relation to connecting with others and communicating in a way that shows respect of self and others. FREE TO GIVE AND RECEIVE FEEDBACK WITH GRACE AND INTEGRITY. Able to take and make suggestions. Understand others freedom to express difference of opinions in constructive ways. This involves an understanding that team members generate synergy that takes the team and the organization to new levels. This in turn leads to growth that takes the individual to new levels. MANAGING SELF AND RELATIONSHIPS EFFECTIVELY WITH GRACE AND INTEGRITY. FORGIVENESS A gift to yourself and others

Ghasem’s Paradoxical Principles Nothing is about me AND everything is about me  When I go from here to there AND there is always here  Law of inclusivity: Everyone, every time, everywhere, every situation  Avoid duality and binary thinking  Now is the only real time  Every thought, emotion, word and action is energy and each has it’s own vibrational frequency  What I have, like and want VS…….  Who and how I want to be VS……..  Simplify your simplicity  Map your mind AND mind your map  Conscience choosing based on our divine self and our values and VS…….  Choose to remove yourself from the critic AND also from having thoughts about the critic and send silent blessings and love Remove yourself from low energy frequency people, thoughts, situations with grace and respect  Know…..AND being I am……..AND I have…….  Take time to save time

Ghasem’s Paradoxical Principles, Cont. I choose being peace and joy than to be “right” Make peace with what “is” Accept and love people as who they are AND treat them as who they truly are (their true, divine self)  How can you, I, we…..  Would you be willing to….  Can we try…..  I CHOOSE to…….  The most powerful question is how can you………?  Transcending our thoughts and our emotions VS repressing, denying or ignoring  I have the will AND I don’t have the WILL  I am significant AND I am insignificant  Forgiveness is conscience choosing  Daily awareness practices  Silent presence  Infinite patienceNotice…..AND focus  In speaking less is more AND in listening more is less

“Accept your employees as who they are, and treat them as who they are meant to be and they are capable of becoming.“