succession planning mark climie-elliott, cfre catherine wemette, cae

SUCCESSION PLANNING

Mark Climie-Elliott, CFRECatherine 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.

srottinghaus@thevillagegate.com

Clay Mercer, CFRE

Director of Development

Arkansas Arts Center

cmercer@arkarts.com

Scott W. Johnson, CFRE

Consultant

scottj@bacwest.com

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Contact Information Mark Climie-Elliott, CFRE

President

Climie Elliott

mclimieelliott@me.com

Catherine Wemette, CAEDirector, Chapter

AdministrationAFP

cwemette@afpnet.org

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Thank you for all you do for AFP!