1. Don’t Stop Thinking About Tomorrow Succession Planning for Your Chapter

2. What is Succession Planning Succession planning is a process for identifying and developing members with the potential to fill key leadership positions in the organization. A system of recruitment, training, and replacement is maintained to ensure chapter leadership Long term investment in leadership talent Can be adapted for personal planning

3. JCI Mission To provide development opportunities that empower young people to create positive change.

4. JCI Mission To provide development opportunities that empower young people to create positive change.

5. JCI Mission To provide development opportunities that empower young people to create positive change.

6. Importance of Succession Planning Ensures progress toward achieving strategic goals and Civic Leadership Certification (CLC) Best practice for all non-profit organizations Provides future leadership Promotes continued growth of the organization

7. Challenges of Succession Planning Getting members engaged Identifying future leaders Preparing members for leadership positions Getting “new blood” on the Board Job changes / Layoffs / Relocations Burnout

8. Long Term Succession Planning Start Small Committees Project chairs Opportunities to gain leadership experience Positive feedback for taking leadership role

9. Leadership Ladder Your local structure should provide natural steps to grow in leadership…

10. Long Term Succession Planning Mentor Methods and culture of Junior Chamber Good Board members Past leaders Senators and Alumni

11. Long Term Succession Planning Train JCI Courses Local Area Training School (LOTS) State / Regional Meetings National Meetings

12. Long Term Succession Planning What do future leaders need to know? Identify key roles and responsibilities Keep job descriptions up-to-date Time requirements and travel obligations Define requirements in By-Laws

13. Group Project What can a chapter do help a new member realize their leadership potential? 1.Leadership opportunities? 2.Mentor Plan? 3.Training Opportunities? 4.Job knowledge?

14. Short Term Succession Planning Finding YOUR replacement Create list of potentials Board should discuss potential leaders Personally ask Discuss before elections “Ride-alongs”

15. Short Term Succession Planning Engage past leaders Ask their opinions Brainstorm people to get re-engaged Assist in personal asks

16. Start Thinking About Tomorrow Who in your chapter is ready to take a leadership position now? Who has potential to be a board member/take you’re your position? What will it take to get the potential leaders ready to lead?

17. Other Planning Tips Create director positions Board members should not chair Recruit non-board members for committees Add succession planning to board agenda Think beyond next year Build a “Dream” Board matrix

18. Personal Succession Planning 1.Strong commitment to goals 2.Build support network 3.Develop skills needed to meet goals 4.Periodic self-assessment on skills 5.Measure progress toward goals 6.Realistic assessment of current performance 7.Implement your plan 8.Re-assess goals 9.Be ready to change when opportunities arise

19. You can’t have “success” without succession planning!