SUCCESSION PLANNING Mark Climie-Elliott, CFRE Catherine Wemette, CAE September 15, 2009

What is succession planning anyway?

Succession Planning An ongoing process where a designated board committee of senior chapter leaders: –Reviews key volunteer & staff positions –Maintains a system to ensure ongoing chapter leadership through: Recruitment, Training, Replacement –Makes sure chapter bylaws &/or employment agreements are being followed

Importance of Succession Planning Ensures progress toward achieving strategic goals & objectives Provides future leadership (“replacing oneself”) Demonstrates best practices in nonprofit governance

Who is Responsible? AFP recommends: –Immediate Past-President be responsible for leading succession planning and serve as chair of Nominating Committee –Executive Committee (or officers in small chapters) oversees that succession planning is taking place

Panelists Scott Johnson – Silicon Valley Chapter Clay Mercer – Arkansas Chapter Stephanie Rottinghaus – Eastern Iowa Chapter

Questions Size of chapter Size & organization of board Committee structure How VPs & Committee Chairs are recruited –Board policy –Written process –Tradition

What are the challenges?

Silicon Valley Finding enough willing volunteers Ensuring continuity when “handing off” responsibility to incoming leader Having an effective nominating committee process

Arkansas Getting members engaged in the chapter Developing future leaders Preparing interested leaders for board roles

Eastern Iowa Adding “new blood” to the board Dealing with large geographic area Having people “step up” to certain chapter jobs

Other challenges Job changes/layoffs Culture of leadership in the chapter Burnout Other?

Ideas & Solutions Assign responsibility for succession planning to Immediate Past-President Create a Volunteer Coordinator position on the board Develop a mentorship program for incoming leaders

Ideas & Solutions Develop a “two deep” leadership system with every position having a vice-chair –Ensure this exists “at least” for critical positions (Pres-Elect, NPD, Conference…) Discuss the importance of board members not doing all the work themselves –Break tasks into small pieces so volunteers will have the time to help –Engagement leads to involvement which leads to leadership

Ideas & Solutions Engage non-board members on committees Establish a “career path” guideline that outlines the volunteer roles a member must have held before being eligible for a board leadership role Hold social gatherings and networking opportunities to seek those who may have an interest in board service

Ideas & Solutions Develop a Board Recruitment Matrix (skills/expertise/diversity) Include co-chairs/chairs-elect in board meetings so they are knowledgeable about the issues Make succession planning a regular board meeting agenda item Plan far in advance

Ideas & Solutions Seek out members with skills & an interest in leadership (Matrix) –“Up-and-comers” Standardize committee roles Streamline meeting schedule

Open Discussion

Contact Information Stephanie Rottinghaus Project Manager Village Gate Communications, Inc. Clay Mercer, CFRE Director of Development Arkansas Arts Center Scott W. Johnson, CFRE Consultant 19

Contact Information Mark Climie-Elliott, CFRE President Climie Elliott Catherine Wemette, CAE Director, Chapter Administration AFP 20

Thank you for all you do for AFP!