Martin Jeppeson, CSP, ARM Diana Stegall, CSP, ARM

Succession Planning

(The Mysterious Disappearing Officer and Other Challenges)

Understand the importance of succession planning Understand why people volunteer Identifying your next chapter leaders Asking for involvement Develop a (logical) sequence of people or things coming

one after the other in time

Objectives

3

Succession planning:

Applies to people and positions

Applies to activities

Applies to processes

Ideas/idea generation

Succession Planning

4

Succession planning:

Though focused on the people aspect of what we do, is not limited to that and other chapter dynamics should be considered

Note the word “success” is within succession

Succession Planning

5

“What do we want to perpetuate?”Positions being filled?Successful activities?Qualities of our best and brightest?What we offer our constituents?The processes that lead to good

decisions and activities?

Succession Planning

Identifies potential future chapter leaders Allows time to evaluate their commitment and skills Improves engagement of members

Why Is Succession Planning Important?

7

Why do we need to give full attention to succession planning?

Chapter perpetuation

Create an organic, self-sustaining organization – nurturing and fulfilling

We owe it to our members

Create a meaningful pipeline of…

Succession Planning

8

Why do we need to give full attention to succession planning?

Reduce uncertainty in our organizations

Develop volunteer successes and “small wins”, as a tool to ________________

Limit volunteer slippage and burn-out

Succession Planning

9

Why do we need to give full attention to succession planning? To recognize hurdles and complexities of:

GeographyDistanceOrganizational supportEconomy and EconomicsShifting personal prioritiesPsycho-social realm of existing officers

Succession Planning

Why Do Members Volunteer?

I knew the opportunity was meaningful – made a difference in people’s live

I knew I had the skills to do a good job The location was easily accessible to me I was interested in volunteering (i.e. not interested at

all) I did not lose income as a result

I Would Volunteer if…

I could be given short term assignments I have more info about opportunities available to me The volunteer organization would train me to do the

work My employer supported my participation as a

volunteer I knew it would make a difference in my profession or

my work I was actually asked to volunteer

I Would Volunteer If…

I knew someone else who also worked or volunteered there

I could volunteer electronically or virtually I was recognized and appreciated for my work as a

volunteer I was not disappointed with volunteering in the past The organization that needed help was one that had,

in the past, helped me or someone I loved I was reimbursed for expenses such as meals or gas

allowance.

I Would Volunteer If…

Provide the meaning ASK An element of a positive process, not one that is panic

driven Always have someone in the wings, a “second seater” Succession planning never ends 4 P’s: people, policies, processes, practices - - - not

“personalities”

Bottom Line

We are dedicated to protecting people, property, and the environment.

We reach out globally, providing opportunities to collaborate with and engage anyone involved in safety, health, and the environment (SH&E).

ASSE’s Values – Service to Humanity

We believe a safe and healthy place to work is a fundamental right.

We believe that sound SH&E practices are both socially responsible and good business.

We value employers' commitment to sound SH&E practices.

We are committed to advancing the profession through innovation, thought leadership, and objective, unbiased, science-based approaches to SH&E practices.

ASSE’s Values – Value of the Profession

PersonalPersonal DevelopmentManaging and influencing othersMake connections with others in your industry - greater

network for job/career opportunitiesBe involved with projects that are important to you –

whether education, working with legislators, deciding direction of the chapter

Help shape the discourse of the profession

Impact of Being a Leader within ASSE

ChapterProvide different perspectiveAllow additional services to be offered to membersShow others in your industry that the chapter/ASSE is

relevant for themAssist others who are giving back

Impact of Being a Leader within ASSE

Identifying Potential Leaders

Within two years of becoming a member – 38% Between 2-5 years of becoming a member – 21% Member more than 5 years – 40.6%

Who to ASK

New members Regular meeting attendees Someone who was involved in the past but had to back

off due to job/personal change Others in your industry Someone who can define what success in a Chapter will

look like (and it may differ from your viewpoint)

Who to ASK

Know their interests/abilities/and/or skills they are hoping to develop

Know their time limitations Don’t limit yourself to those who come to chapter

meetings

Get to Know Your Members

Asking for Involvement

Announcements Personal Invitation Personal conversation

How to ASK

Specific tasks with a specific time frame specific expectations that has an impact that builds confidence that they do have time to get

more involved Follow-up with Thanks and Feedback

How to ASK

Where to Get People Involved

Toe Wetting Opportunities

Meet and Greet Membership Calling

Tree Article for newsletter Moderator at chapter

PDC Staff Registration

booth at chapter outing

Call organizations to be sponsors

Look for optional facilities for meetings

Speak at chapter meeting

Photographer at chapter functions

Standing Committees Executive Committee Nominations and

Elections Committee By-Laws Committee Programs Committee Communication PDC Social Public Relations Hospitality

Newsletter Membership Website Foundation Honors and Awards Governmental Affairs Strategic Planning Audit Other?

It’s the experience Ask for feedback Respect time commitments The quality of the process = the quality of the candidate Have FUN!

What Next?

Succession planning Keep in mind why people volunteer Ask Provide a positive experience

Review

Beginning of Chapter Year Appointment of

committees

Coaching/mentoring of committee members leading to positive

Volunteer Experience

Nominations and Elections Committee talks to prospective board members who have demonstrated

successes and commitment

N/E provides prospective board

members with specific responsibilities and

requirements of position(s)

Volunteer commits to responsibilities if

elected

Those elected commit to uphold responsibilities

at installation

Prior officers mentor new officers

Throughout Year: New member joins – through initial contact/needs assessment

expectation to volunteer is

created/information on different opportunities

is provided

Beginning of Chapter Year – appointment of committees

Coaching and Mentoring of committee members – positive Volunteer Experience

Volunteers commit to

responsibilities if elected or appointed

Those Elected

commit to uphold

responsibilities during

officer installation

N/E provides prospective

board members with specific

responsibilities and

requirements of position

Nominations and Elections Committtee

talks to prospective

board members who have

demonstrated successes and commitment

Prior Officers mentor new officers

Throughout Year: New member joins

– through initial contact/needs assessment

expectation to volunteer is

created/information on different

opportunities is provided

Questions?