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Succession Planning
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Succession Planning
Why is succession planning
important?
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Indispensable Qualities of a Leader
Character
Charisma
Commitment
Communication
Competence
Courage
Discernment
Focus
Generosity
Initiative
Listening
Passion
Positive Attitude
Problem Solving
Relationships
Responsibility
Security
Self-Discipline
Servanthood
Teachability
Vision
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Indispensable Qualities of a Leader
Charisma – The first impressions can
seal the deal
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Indispensable Qualities of a Leader
Commitment – It separates doers from
dreamers
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Indispensable Qualities of a Leader
Communication – Without it you travel
alone
Develop ing excel lent commun icat ion ski l ls is absolu tely essential to effect ive leadership. The
leader must be able to share know ledge and ideas to
transm it a sense of urgency and enthusiasm to
others.
-- Gilbert Amelio, President & CEO of National Semiconductor Corp.
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Indispensable Qualities of a Leader
Competence – If you build it they will
come
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Indispensable Qualities of a Leader
Listening – To connect with their
hearts, use your ears
Relationships – If you get along, they’ll
go along
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Indispensable Qualities of a Leader
Teachability – To keep leading, keep
learning
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Qualities Leaders Possess
Positive
Role models
Sensitive and caring
Mentors
Simplify bureaucracy (KIS)
Accept challenges for the future
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Leaders Make it Happen
An effective leader:
• Is alive with spirit/enthusiasm
• Has passion during the time in office
• Makes the meetings useful, timely, and
educational
• Asks the members what they want/need/expect
from the Chapter • Meets the needs of the members
• Sets an example that others may choose to
follow
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Leaders Are Visionaries
Adapt your leadership skills to the
path of the future
Recognize need for effective
succession planning through:
•
Encouragement• Education
• Sharing of knowledge
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Circle of Leadership
Assess thePresent
Make Commitment to
Leadership Continuity
Evaluate &
Reward
Identify & Develop
Individual Talent
Establish a Succession
Planning Program
Assess the Future
Needs
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Succession Planning Steps
Strategic goal setting
Laying a solid foundation
Keep your eyes on the horizon…be
forward thinking
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Strategic Goal Setting
Where are we going?
How do we want to get there?
Who will take us there?
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Laying a Solid Foundation
Communicate
• Process
• Requirements
• Benefits
Focus
Simplify
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What is Succession Planning?
Having the right people in the right place atthe right time
An ongoing process of identifying anddeveloping future leaders
An opportunity to create standards for qualifications and competencies for futureleaders
Providing understanding to members of thepotential leadership paths available anddevelopment needs
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Succession Planning is a Process
The purpose and need for succession
planning
Timeframe and commitment involved
Resources available
Vision and mission
How it will support the strategic plan of theassociation
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Succession Planning
Future Plans
• Succession planning begins the
moment you are elected
• Focus on your resources (members)
• Build on their strengths
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Succession Planning Provides
Opportunities
Needs assessments
• Assesses members’ feelings
• Remedy any past problems• Plot successful future courses
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Developing Future Leaders
Leaders create a comfortable
environment for members
Delegate and relinquish power to other
members
• Relinquishing will multiply members’
strengths
• Delegating builds confidence andencourages members to take risks
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Pitfalls to Avoid
Lack of leadership
Lack of communication
Lack of understanding Making assumptions about future
growth
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Mentoring
What is it?• Structured, trusting relationship
What do mentors do?
• Provide individuals with
Support
Counsel
Friendship
Reinforcement
Constructive Example
• Are good listeners who want to help individuals
develop
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Mentoring
Deliberate learning is a cornerstone
Both failure and success are powerful
teachers Leaders need to tell their stories
Development matures over time
Mentoring is a joint venture
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Mentoring
Chapters need to provide leadership thatmentors and attracts members
Successful mentoring must be
developed and managed It’s an important responsibility for all
members
There’s no magic recipe, mentoringgrows and evolves
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Mentoring
Mentor & mentee share responsibility andmove forward together
• Show belief in the whole system
• Show respect for the individual and each other
• A mentor must
Coach, guide, redirect, and teach
Discourage complaints, encourage solutions
Criticize privately, praise publicly
• A mentee must be open to challenges presented tohelp them grow
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Individual Development Plan
Tool to help develop and motivate an
individual
A focused and individualized approach
to determine needs
Member of Excellence criteria
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Forward Thinking
Ongoing Discussion
Continuous Evaluation
Leaving a Legacy
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Good leaders must first
become good servants.
-- Robert Greenleaf
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RESPONSIBILITIES OF
LEADERSHIP
Leave tracks
Pave the way for those who willfollow
Leave things better than you foundthem
Make things easier for those whowill follow
Share “lessons learned”
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Thoughts to Remember
Leaders are energetic people who inspire
others by example
Leaders foster collaboration
Leaders can make a positive difference in
someone’s life
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A leader takes people
where they want to go.
A great leader takes people
where they don't
necessarily want to go…but ought to be.
-- Rosalynn Carter
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In Closing
Leaders develop a vision for movingmembers forward!
Succession planning begins themoment you are elected!
Mentoring new leaders will make your succession planning a success!
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Succession Planning
Sources:
Adapted from presentation done by Irene Karas, Past President, South Jersey ChapterIAAP (originally presented by Anita Reed Seminar Post-Convention Leadership Workshopon July 19, 2001).
2007-2008 AR-OK Leadership Training Presentation
The 21 Indispensable Qualities of a Leader by John C. Maxwell
Systematic Succession Planning by Rebecca Luhn Wolfe, Ph.D. Succession Planning Basics by Christee Gabour Atwood
Websites: www.mentoring.org; www.sonic.net/~mfreeman/mentor