A SUCCESSION PLANNING FRAMEWORK FOR LEADERSHIP DEVELOPMENT ...
Leadership Succession Session3
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Transcript of Leadership Succession Session3
NYS ARTS presents
ArtsForward Leadership Training Webinar & Blog Series
NYS ARTS presents
ArtsForward Leadership Training Webinar & Blog Series
Leadership & Succession in the ArtsInstructor: Alene Valkanas
Session Three
Leadership & Succession in the ArtsInstructor: Alene Valkanas
Session Three
Essential Steps to Assure Smooth SuccessionEssential Steps to Assure Smooth Succession
This program is made possible with support from American Express Foundation and the New York State Council on the Arts, a State Agency
1
Essential Steps to Assure Smooth Succession
Remember:
The organization belongs to the board
Theirs is the Sacred Trust
The board remains after the executive
director leaves
2
How does the board start a search?
Create a Board Search Committee and give it a charge!
3
Responsibilities of a board search committeeDetermine timelineDevelop job descriptionEngage full boardHire search agentsHire interim executive directorRegularly report to boardRecruit candidatesScreen/SelectPresent finalist/s to the Board
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Update the job description
5
Consider an Interim Executive Director
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It’s your first day on the job What do you do?1. Take a tour of the facility
2. Meet individually with staff and ask “big picture” questions
3. One-on-one meetings with key board members
4. Schedule organization’s events on calendar
5. Review hard copy files
6. Review computer desktop files
7. Fill our necessary paper work on appointment
8. Review rolodex or contacts database
9. Make a list of questions and who to ask
10. LISTEN
7
Use of outside assistanceShould you use a consultant?What can a search firm do?
Help articulate key competencies and profile of ideal candidate
Work with committee in preparing job description
Post job offering on Internet and print sites
Receive and acknowledge all applications
Filter the applications
Conduct preliminary interviews
Provide written assessments of leading candidates
Support committee in making final selections
Check references
Conduct contract negotiations
Inform other candidates that position is filled8
Communication Plan
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Conducting the Search
10
Recruitment
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Screening
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Selection and Negotiation
13
Role of the staff
14
The Transition – Honoring Outgoing Leader
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•Public announcement
•Special events
•Opportunity to say good-by
Orienting New Leader
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•Introduction to board and key stakeholders
•Introduction to community
•Carefully planned meetings
Defined DepartureNuts & Bolts of Defined Departure Planning –www.commpasspoint.org
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Nuts & Bolts Departure Planning continued…
7. Identify the agency’s broad strategic directions in next 3 to 5 years
8. Solidify the management team in light of the agency vulnerabilities and skills
9. Build the board’s leadership abilities10. Back up key executive relationships11. Put finances in order12. Build financial reserves13. Agree on the parameters of ED’s emeritus role
if one is set14. Set the executive search strategy. Decide
whether or not to use an executive recruiter.
18
Founder TransitionIdeal notice and timetableImpact of founder on branding and fundraising“Who are we and what do we wish to
preserve?”Search processImportance of stabilityCommunication PlanAvoid comparisonsOverlap with successorRitualsMaintain history
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“To make an ending is to To make an ending is to make a beginning. The make a beginning. The end is where we start end is where we start
from.”from.”T.S. EliotT.S. Eliot
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