1. The 10 Step Succession Plan for Chapter Leaders
Phyllis Shurn-Hannah, Northeast Region Field Services Director ▪ SHRM ▪ March 31, 2010

2. Diane Stafford, Workplace Columnist Kansas City Star
“Americans — perhaps exhausted from days in their do-more-with-less workplaces, working multiple jobs or afraid to get out in the larger community, or perhaps simply preferring to collapse in front of the television — just are not joining and volunteering as much as they once did.”
Diane Stafford, Workplace Columnist
Kansas City Star

3. What is Succession Planning?
Succession Planning is the use of a planned course of measure to ensure that volunteers are developed to successfully replace current volunteer leaders whenever needed to carry out the mission, vision and goals of the Chapter.

4. Expectations of a Volunteer
Complete understanding of the position – time required, required tasks
To feel welcomed
Good training
Opportunity to do interesting work
To be appreciated
To be communicated with
To know they are helping to make the world a better place
To be socially connected
To learn something new

5. Hire Inspire Admire Retire
Volunteer Life Cycle
Hire
Inspire
Admire
Retire

6. Critical Questions To Ask The Board
How would you handle the progression of your strategic objectives if a key position suddenly became vacant?
Do you select people to the board based on likeability and need to fill a slot vs. tactical and long-term planning?
Do you know TODAY who will replace current leaders when their terms end?
Do current volunteers feel they have benefited in a meaningful way as a result of their service?

7. Why Have A Succession Plan?
Identify critical volunteer leader positions in the chapter
Identify replacements for future vacancies in positions
(due to term end or the unexpected)
Identify individuals who could potentially fill those
vacancies
Ensure that the chapter’s current mission and vision will
be carried forward by future leaders
Ensure that next generation of leaders are prepared for
their roles
The Plan should be tied to the chapter’s mission and
goals

8. Outcome of Planning Strong leadership that perpetuates growth
Increased member satisfaction through great services and meaningful meetings
Contingency back-up if volunteer leader cannot complete term
Volunteer leaders feeling they have personally and professionally benefited as a result of their volunteer experience

9. Establish a strategic plan (vision, mission, goals)
Step 1
Establish a strategic plan (vision, mission, goals)

10. Evaluate current volunteer roles: confirm relevancy
Step 2
Evaluate current volunteer roles: confirm relevancy

11. Establish a “line of succession” for positions
Step 3
Establish a “line of succession” for positions
Evaluate/update job descriptions/customize for your needs

12. Analyze member roster for potential volunteer leaders
Step 4
Analyze member roster for potential volunteer leaders

13. Determine the key leaders for whom successors will be identified
Step 5
Determine the key leaders for whom successors will be identified

14. Evaluate value proposition for attracting/retaining volunteers
Step 6
Evaluate value proposition for attracting/retaining volunteers

15. Step 7
Identify the competencies of current key leaders:
experience and duties required
personality, political savvy, judgment
leadership skills

16. Step 8
Select the high-potential members who will participate in succession planning:
Identify gap between what the high-potential members are able to do presently and what they must do in the leadership role
Create a development plan for each high-potential member to prepare him or her for the leadership position
Perform development activities with each high-potential member

17. Interview and select a member for the new leadership position
Step 9
Interview and select a member for the new leadership position

18. Evaluate it! Communicate it! Stick to it!
Step 10
Evaluate it!
Communicate it!
Stick to it!

19. Steps to Succession Planning
Establish a strategic plan (vision, mission, goals)
Evaluate current volunteer roles: confirm relevancy
Establish a “line of succession” for positions
Evaluate/update job descriptions/customize for your needs
Analyze member roster for potential volunteer leaders
Determine the key leaders for whom successors will be identified
Evaluate value proposition for attracting/retaining volunteers
Identify the competencies of current key leaders
Identify experience and duties required
Identify personality, political savvy, judgment
Identify leadership skills

20. Steps to Succession Planning
Select the high-potential members who will participate
in succession planning
Identify gap between what the high-potential members are able to do presently and what they must do in the leadership role
Create a development plan for each high-potential member to prepare him or her for the leadership position
Perform development activities with each high-potential member
IV. Interview and select a member for the new leadership position
V. Evaluate it! Communicate it! Stick to it!

21. Tools for Succession Planning
Your Strategic Plan
Your Member, Board Rosters
Successful Practices from other chapters
Four-Year Succession Plan Grid
Succession Planning/Career Development Questionnaire
Recruitment and Retention Toolkit on the VLRC

22. Succession Planning Helps Chapters
“Grow your own" future leaders
Manage diversity
Shorten the learning curve for future leaders
Increase commitment and loyalty to the organization

23. Leadership Initiative Judgment Planning & Organizing Teamwork
What to Look For
Leadership
Initiative
Judgment
Planning & Organizing
Teamwork
Commitment
Political Savvy

24. Board Roster

25. Succession Grid

26. SHRM Annual Leadership Conference
One of our purposes for sponsoring the Leadership Conference is to help facilitate the succession planning process for our volunteer leaders. Not only does it provide excellent leadership development opportunities, but it is an excellent way to facilitate best practice sharing and to network with fellow volunteer leaders and prepare for the coming year.
It goes without saying that you should think strategically about who attends this conference.
When your volunteer leaders return from the conference, ask them to conduct a presentation on key learning points and how they will apply their new learning. Avoid encapsulated development at all costs!

27. Don’t Let Anyone Be Fooled!

28. Questions/Discussion?