1. Being Fully Staffed; Succession Planning

2. Succession Planning Strengthens Chapters
Allows chapters to begin grooming & training those potential “stars” immediately for positions
Allows chapters to strategically plan & manage diversity within the chapter
Builds commitment and loyalty for the organization

3. It’s All About the Volunteers!

4. Hire
Inspire
Admire
Retire

5. Volunteer Expectations
Complete understanding of the position – time required; required tasks, etc.
Feeling welcomed
Good training
Opportunity to do interesting work
Feeling appreciated
Receiving relevant & regular communication
Helping to make the world a better place
Allows for more social connection
Opportunity to learn new & different things

6. So where do we start?

7. Competencies Needed to Lead Your Chapter
Leadership
Initiative
Judgment
Planning & Organization
Teamwork
Commitment
Political Savvy
Leadership
enjoys leading; can take unpopular stands; encourages direct & tough debate but isn’t afraid to end it & move on; is looked to for direction in a crisis; faces adversity head on; energized by tough challenges
Initiative
Seizes opportunities; Enjoys working hard; Action oriented
Judgment
Makes good, well-calculated decisions; most solutions & suggestions turn out to be correct & accurate when judged over time; sought out by others for advice/solutions
Planning & Organizing
sets objectives and goals; develops schedules, assignments & process step; anticipates and adjusts for problems/roadblocks; evaluates results; uses resources effectively & efficiently; can manage multiple activities to accomplish goals; organizes records
Teamwork
relates well to diverse people; builds constructive/effective relationships; uses diplomacy and tact; can diffuse tense situations; can find common ground to solve problems; remains fair in making decisions for those involved interests/needs; is seen as a team player; gains trust and support of peers; encourages collaboration; can be candid
 Commitment
pursues tasks with energy, persistent in accomplishing task 
Political Savvy
can effectively maneuver through complex political situations; is sensitive to how people and organizations function; anticipates and plans approach effectively; views corporate politics as a necessary part of organizational life and works to adjust

8. Training & Mentoring Needed to Build Leadership
SHRM National Leadership Conference (November)
On-line Volunteer Leasers’ Resource Center (VLRC)
HRVirginia Leadership Conference (January)
Current and Past Chapter Leaders
Field Service Directors & Regional Administrators
Networking & building relationships with other chapters
On-line Volunteer Leaders’ Resource Center (VLRC)
Position Descriptions
Approved logo graphics
General SHRM information
Strategic Planning Toolkit
Succession Planning Toolkit
Orientation Manual for New Officers
Fundamentals of Chapter Operations
State Council & Chapter SHAPE (SHRM Affiliate Program for Excellence)

9. Steps to Succession Planning
Establish a Strategic Plan (Vision, Mission, Goals)
Evaluate current volunteer roles for relevancy
Establish a ‘line of succession” for positions
IMPORTANT: Evaluate/update position descriptions & customize for chapter’s needs
Evaluate value proposition for attracting / retaining volunteers
Leadership
enjoys leading; can take unpopular stands; encourages direct & tough debate but isn’t afraid to end it & move on; is looked to for direction in a crisis; faces adversity head on; energized by tough challenges
Initiative
Seizes opportunities; Enjoys working hard; Action oriented
Judgment
Makes good, well-calculated decisions; most solutions & suggestions turn out to be correct & accurate when judged over time; sought out by others for advice/solutions
Planning & Organizing
sets objectives and goals; develops schedules, assignments & process step; anticipates and adjusts for problems/roadblocks; evaluates results; uses resources effectively & efficiently; can manage multiple activities to accomplish goals; organizes records
Teamwork
relates well to diverse people; builds constructive/effective relationships; uses diplomacy and tact; can diffuse tense situations; can find common ground to solve problems; remains fair in making decisions for those involved interests/needs; is seen as a team player; gains trust and support of peers; encourages collaboration; can be candid
 Commitment
pursues tasks with energy, persistent in accomplishing task 
Political Savvy
can effectively maneuver through complex political situations; is sensitive to how people and organizations function; anticipates and plans approach effectively; views corporate politics as a necessary part of organizational life and works to adjust

10. Steps to Succession Planning (cont.)
Identify the competencies of current key leaders
Experience & duties required
Personality, political savvy & judgement
Leadership skills
Solicit interest of all members
Analyze members’ known competencies for potential volunteer leaders
The “key” to knowing members’ competencies is to get them involved, and learn their skills, interests, etc.
Leadership
enjoys leading; can take unpopular stands; encourages direct & tough debate but isn’t afraid to end it & move on; is looked to for direction in a crisis; faces adversity head on; energized by tough challenges
Initiative
Seizes opportunities; Enjoys working hard; Action oriented
Judgment
Makes good, well-calculated decisions; most solutions & suggestions turn out to be correct & accurate when judged over time; sought out by others for advice/solutions
Planning & Organizing
sets objectives and goals; develops schedules, assignments & process step; anticipates and adjusts for problems/roadblocks; evaluates results; uses resources effectively & efficiently; can manage multiple activities to accomplish goals; organizes records
Teamwork
relates well to diverse people; builds constructive/effective relationships; uses diplomacy and tact; can diffuse tense situations; can find common ground to solve problems; remains fair in making decisions for those involved interests/needs; is seen as a team player; gains trust and support of peers; encourages collaboration; can be candid
 Commitment
pursues tasks with energy, persistent in accomplishing task 
Political Savvy
can effectively maneuver through complex political situations; is sensitive to how people and organizations function; anticipates and plans approach effectively; views corporate politics as a necessary part of organizational life and works to adjust

11. Steps to Succession Planning (cont.)
Select the high-potential members who will participate in succession planning
Identify gap between what the high-potential members are able to do presently & what they must be able to do in the leadership role
Create a development plan for each high-potential member to prepare for the leadership role
Perform development activities with each high-potential member
Interview and select a member for the leadership position(s)
Leadership
enjoys leading; can take unpopular stands; encourages direct & tough debate but isn’t afraid to end it & move on; is looked to for direction in a crisis; faces adversity head on; energized by tough challenges
Initiative
Seizes opportunities; Enjoys working hard; Action oriented
Judgment
Makes good, well-calculated decisions; most solutions & suggestions turn out to be correct & accurate when judged over time; sought out by others for advice/solutions
Planning & Organizing
sets objectives and goals; develops schedules, assignments & process step; anticipates and adjusts for problems/roadblocks; evaluates results; uses resources effectively & efficiently; can manage multiple activities to accomplish goals; organizes records
Teamwork
relates well to diverse people; builds constructive/effective relationships; uses diplomacy and tact; can diffuse tense situations; can find common ground to solve problems; remains fair in making decisions for those involved interests/needs; is seen as a team player; gains trust and support of peers; encourages collaboration; can be candid
 Commitment
pursues tasks with energy, persistent in accomplishing task 
Political Savvy
can effectively maneuver through complex political situations; is sensitive to how people and organizations function; anticipates and plans approach effectively; views corporate politics as a necessary part of organizational life and works to adjust

12. Evaluate the Success of Your Succession Plan
Get feedback from board and chapter members
Evaluate it
Make appropriate changes
Communicate it
Leadership
enjoys leading; can take unpopular stands; encourages direct & tough debate but isn’t afraid to end it & move on; is looked to for direction in a crisis; faces adversity head on; energized by tough challenges
Initiative
Seizes opportunities; Enjoys working hard; Action oriented
Judgment
Makes good, well-calculated decisions; most solutions & suggestions turn out to be correct & accurate when judged over time; sought out by others for advice/solutions
Planning & Organizing
sets objectives and goals; develops schedules, assignments & process step; anticipates and adjusts for problems/roadblocks; evaluates results; uses resources effectively & efficiently; can manage multiple activities to accomplish goals; organizes records
Teamwork
relates well to diverse people; builds constructive/effective relationships; uses diplomacy and tact; can diffuse tense situations; can find common ground to solve problems; remains fair in making decisions for those involved interests/needs; is seen as a team player; gains trust and support of peers; encourages collaboration; can be candid
 Commitment
pursues tasks with energy, persistent in accomplishing task 
Political Savvy
can effectively maneuver through complex political situations; is sensitive to how people and organizations function; anticipates and plans approach effectively; views corporate politics as a necessary part of organizational life and works to adjust

13. SUCCESSION PLANNING/CAREER DEVELOPMENT QUESTIONNAIRE   This questionnaire will help us understand what your leadership career goals are as a volunteer leader. (Remember: leadership builds character!) The Director will then use this information to appoint his/her officers. Please complete this form and bring it with you to the chapter or state council meeting.  
NAME: ____________________________________________________CURRENT OFFICE/POSITION HELD:____________________________ YEARS IN POSITION: _____   1. We would like to know what position(s) you would be interested in holding. In most cases, only two to three consecutive one-year terms are allowed for the same position.   If you would like to remain in your current office, please indicate this. If not, please indicate what position you are interested in. This need not be limited to open positions, as other positions may come open with these changes. You may also list more than one position. (Remember: holding a leadership position counts toward re-certification as well!)   POSITION (S) THAT YOU WOULD LIKE TO BE CONSIDERED FOR (or list current position):         2. We would also like to start creating a succession plan for the next 3 years. Please share any goals that you have for future leadership positions.   WHAT ARE YOUR 2 – 3 YEAR LEADERSHIP GOALS?         3. Whether or not you plan to vacate your current position next year, we would like your ideas for your successor. If you plan to serve again next year in your current position, who could you start mentoring for this position in the future?   POTENTIAL SUCCESSORS         4. What other committed, responsible, fun individuals should we be talking to about serving on board of the Chapter or the State Council? Please list anyone that you think would be a good addition to our team:  

14. Board Roster/Competencies/Potential Positions

15. Board Roster

16. Questions / Discussion?