Got a Plan to Find Your Successor???? Jim O’Brien Managing Director Professional & Educational Activities.

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Presentation transcript:

Got a Plan to Find Your Successor???? Jim O’Brien Managing Director Professional & Educational Activities

BE INTENTIONAL Do Things for a Reason

WHY DID YOU VOLUNTEER TO BE A LEADER IN ASCE?

The Three Big Reasons Members Volunteer to Lead in Societies Business Opportunities (Networking) “This will benefit me” (experience, esteem,….) Desire to “Give Back” to the Profession …and sometimes all three….

WHAT DO YOU KNOW (FOR SURE!!) ABOUT FINDING YOUR SUCCESSOR?

What do I know (for sure!!) about you finding your successor? You must find your successor!! You must ask someone to do this!! Your successor will be different from you In why he/she wants to volunteer In what she/he wants as a result the volunteer experience May not want to be treated the same as you do Assume your successor wants something out of this service (Experience, connections, recognition, others…)…and that is okay!

STRATEGIC LEVEL “HOW TO INVOLVE OTHERS” STRATEGY 1. Connect (shared values) 2. Ask (I value you) 3. Follow-up

Four KEY Steps to Recruiting Volunteer Leaders Recruit them (1 & 2 from last slide…) Involve them Recognize their contributions (Publically & Privately) KEEP THEM ENGAGED in the organization….forever, if possible!!!

Tactics to Find Your Successor(s) Written job descriptions (honestly, the “real deal”) Screening procedures for identifying suitable successors; match people to the task (skills & expectations; sufficiently challenging tasks) Record keeping on volunteer position and hours Training & development Recognition Activities & Ceremonies Annual measurement of the impact of volunteers and reporting back to unit (“State of the Section” presentations) ASK THEM TO SERVE

“Nice to know” info about volunteer leaders….. People are “socialized” into volunteering to be leaders. All volunteer leaders are not alike. We should not treat them alike! “Things” work best when volunteers expectations and needs are met. Many volunteers enter for altruistic reasons, but stay for personal benefits accrued from the activity.

Other observations….. Volunteer leaders are highly engaged people Their values drive their choices There is power in the “direct ask” Meaningful experiences (to the individual) keeps her/him coming back Involve the Millenials….and beyond!!! Recognize the “ad hoc” volunteer…beyond the usual leaders Your efforts can support or discourage volunteers

How to discourage members from volunteering to lead…. Just “put out a call for someone who has time to volunteer”…. “Fill out this form”…and never get back to her/him No follow-through or follow-up No explanation of benefits or costs “Take a number and wait your turn to take a leadership position”…

Your Thoughts…..