Alumni association succession planning

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Alumni association succession planning

  1. 1. Succession Planning:Building an Alumni Leadership Pipeline Laura M. Grisolano Alumni Association Board President Claremont McKenna College January 13, 2008
  2. 2. Succession Planning: Building an Alumni Leadership PipelineSession Description If the only time you think about developing alumni leadership is when you’re bringing new members on to your board, you’re missing a great opportunity. As you’re planning programming for young alumni and students, are you incorporating leadership growth opportunities? Are you using committee activities and projects to train and evaluate future volunteer leaders? This session will show you how to use a team-oriented approach to creating and maintaining an alumni leadership pipeline. Laura M. Grisolano lgrisola@mac.com
  3. 3. Succession Planning: Building an Alumni Leadership Pipeline Multi- Generational Pool of Alumni New Leaders AlumniStudents Laura M. Grisolano lgrisola@mac.com
  4. 4. Succession Planning: Building an Alumni Leadership Pipeline• Students• Developing awareness of alumni association• Building relationships with faculty and administrators• Assuming leadership roles Laura M. Grisolano lgrisola@mac.com
  5. 5. Succession Planning:Building an Alumni Leadership Pipeline • Creating a new relationship with the institution NewAlumni • Attending first alumni events • Making first donations • Eager to network • Still connected to college faculty and administrators Laura M. Grisolano lgrisola@mac.com
  6. 6. Succession Planning: Building an Alumni Leadership Pipeline  Volunteer  Project volunteer Multi-  Project leaderGenerational Pool of  Candidate for board Alumni  Board leader Leaders  Board officer  Post-board engagement Laura M. Grisolano lgrisola@mac.com
  7. 7. Succession Planning: Building an Alumni Leadership Pipeline  Willing to volunteer  Write article for magazine Multi-  Work reception at eventGenerational  Mentor current student Pool of  Provide professional service Alumni Leaders to college  Work phone bank Laura M. Grisolano lgrisola@mac.com
  8. 8. Succession Planning: Building an Alumni Leadership Pipeline  Project volunteer  On-going commitment Multi-  Attend meetingsGenerational  Ownership in project Pool of  Connections Alumni Leaders Laura M. Grisolano lgrisola@mac.com
  9. 9. Succession Planning: Building an Alumni Leadership Pipeline  Project leader  Responsible for outcome Multi-  AccountableGenerational  Recognized Pool of o Committee chair Alumni Leaders o Project manager o Class liaison o Chapter chair Laura M. Grisolano lgrisola@mac.com
  10. 10. Succession Planning: Building an Alumni Leadership Pipeline  Candidate for board  Successful outcome Multi-  Strong commitmentGenerational  Enthusiastic Pool of  Special resource Alumni Leaders  Valuable skill  Represents important demographic Laura M. Grisolano lgrisola@mac.com
  11. 11. Succession Planning: Building an Alumni Leadership Pipeline  Board leader Multi-  Committee chairGenerational  Project manager Pool of Alumni Leaders  Board officer  Executive committee Laura M. Grisolano lgrisola@mac.com
  12. 12. Succession Planning: Building an Alumni Leadership Pipeline  Post board engagement Multi-  AdvisorGenerational  Network Pool of Alumni  Ambassador Leaders  Planned gift “matures” Laura M. Grisolano lgrisola@mac.com
  13. 13. Succession Planning Challenge:Throughout the Alumni Lifecycle, Identify Opportunities to Engage Train Recruit Motivate Evaluate Laura M. Grisolano lgrisola@mac.com
  14. 14. Succession Planning: Building an Alumni Leadership Pipeline• Succession planning must be managed – Create a team plan to maximize engagement opportunities and support institutional goals • Staff & alumni association leadership • Integrate with strategic plan • Locate responsibility for leadership pipeline – Nominating committee? Laura M. Grisolano lgrisola@mac.com
  15. 15. Succession Planning: Building an Alumni Leadership Pipeline• Role of nominating committee – Manager of succession planning – 5-year plan – look ahead – Maintain lists of targets, potential board members – Attention to age, geography, skill sets – Chair: President-elect? Vice President? Staff? – Responsible for: • Cultivating candidates • Board leadership development • Evaluation Laura M. Grisolano lgrisola@mac.com
  16. 16. Succession Planning: Building an Alumni Leadership PipelineOpportunities to develop alumni leaders:• Students & young alumni – Ex officio student members on board – Automatic transition from student leadership positions – Invitations to student leaders to attend meetings – Include students on board committees – Young alumni committees • Low cost, short term, fun, class-oriented, big perks – Pair young alumni with more senior project managers Laura M. Grisolano lgrisola@mac.com
  17. 17. Succession Planning: Building an Alumni Leadership PipelineOpportunities to develop alumni leaders:• Projects – Create visible roles that take advantage of individual skills and interests: • Run publicity campaign for event • Organize faculty participation in program • Write e-newsletter entry • International alumni liaison • Alumni athletes liaison • Ad hoc committee for anniversary of “x” • Reunion committee Laura M. Grisolano lgrisola@mac.com
  18. 18. Succession Planning: Building an Alumni Leadership PipelineOpportunities to develop alumni leaders:• Projects (cont.) – Create opportunity to “coordinate _____” – Empower alumni to solve problems and fill gaps • Once they do, they’ll be hooked • If they do a good job, they go on the list of potential board members Laura M. Grisolano lgrisola@mac.com
  19. 19. Succession Planning: Building an Alumni Leadership PipelineOpportunities to develop alumni leaders:• Chapters – Same succession planning principles apply locally – Use projects to engage and train volunteers – Note superstars and those eager for more responsibility – Past chapter leaders can be excellent board members Laura M. Grisolano lgrisola@mac.com
  20. 20. Succession Planning: Building an Alumni Leadership Pipeline• Expanding your roster of potential board members – Process is designed to identify and nurture alumni volunteer leaders – These efforts will produce a pool of potential candidates for your board member selection process – Tracked by nominating committee Laura M. Grisolano lgrisola@mac.com
  21. 21. Succession Planning: Building an Alumni Leadership Pipeline• Continuing leadership development – Succession planning doesn’t end w/ board membership – A deep bench of board leaders is important, too – Same process continues within board: • Board committees • Leadership roles – Spotlight on national calls – Presentations to board/school administrators – Invitations to trustee committee meetings Laura M. Grisolano lgrisola@mac.com
  22. 22. Succession Planning:Building an Alumni Leadership Pipeline Engage Train Recruit Motivate Evaluate Laura M. Grisolano lgrisola@mac.com
  23. 23. Succession Planning: Building an Alumni Leadership Pipeline• Recruit – Publicize volunteer leadership opportunities • Magazine • E-newsletter • Introductory remarks at events • Advertise perks, too!! Laura M. Grisolano lgrisola@mac.com
  24. 24. Succession Planning: Building An Alumni Leadership Pipeline• Recruit – Use existing communication vehicles to identify potential volunteers: • Ballot • Surveys (“Would you like to volunteer?”) • Invitations • Event sign-in sheets Laura M. Grisolano lgrisola@mac.com
  25. 25. Succession Planning: Building an Alumni Leadership Pipeline• Engage – Personal contact to lock in participation: • Introductions • Welcome • Confirmation • Emailed or mailed materials – Don’t let them hang or get lost!! Laura M. Grisolano lgrisola@mac.com
  26. 26. Succession Planning: Building an Alumni Leadership Pipeline• Train – Once engaged, make sure volunteers have training they need, including: • Software • Past practices • Protocols • Introductions to key players • Clear metrics and expectations Laura M. Grisolano lgrisola@mac.com
  27. 27. Succession Planning: Building an Alumni Leadership Pipeline• Motivate – Communication – Insider information – Personal stories – Perks and incentives Laura M. Grisolano lgrisola@mac.com
  28. 28. Succession Planning: Building an Alumni Leadership Pipeline• Motivate – Perks and incentives • Special invitations • Access • Public recognition • Awards: Volunteer of the Year, Chapter of the Year, etc. • Community Laura M. Grisolano lgrisola@mac.com
  29. 29. Succession Planning: Building an Alumni Leadership Pipeline• Motivate – Perks and incentives • Leadership development/Resume building • Goodies • Appreciation THANK YOU! THANK YOU! THANK YOU! Laura M. Grisolano lgrisola@mac.com
  30. 30. Succession Planning: Building an Alumni Leadership Pipeline• Evaluate – Outcome – Metrics – Skills, characteristics, resources – Commitment – Appropriate next steps  Recruit Laura M. Grisolano lgrisola@mac.com
  31. 31. Succession Planning:Building an Alumni Leadership Pipeline Engage Train Recruit Motivate Evaluate Laura M. Grisolano lgrisola@mac.com
  32. 32. Succession Planning: Building an Alumni Leadership Pipeline Engage Train Alumni Leaders VolunteerRecruit Motivate Project Volunteer Evaluate Project Leader New Alumni Candidate for Board Partner up Board Leader Short term, Big perks Students Networking Board Officer Ex officio members Access Post-Board Engagement Special invites Laura M. Grisolano lgrisola@mac.com

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