Leadership Succession Session2


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Leadership Succession Session2

  1. 1. NYS ARTS presents ArtsForward Leadership Training Webinar & Blog Series Leadership & Succession In the Arts Instructor: Alene Valkanas Session Two Preparing for Change: A Transition Guide This program is made possible with support from American Express Foundation and the New York State Council on the Arts, a State Agency
  2. 2. Preparing for Change: <ul><li>A Transition Guide </li></ul>
  3. 3. Why did the Illinois Arts Alliance undertake major research on succession? <ul><li>What we noticed - </li></ul><ul><li>We’re getting older </li></ul><ul><li>3 S’s -- Taboo subjects for discussion </li></ul><ul><ul><li>Sex </li></ul></ul><ul><ul><li>Salary </li></ul></ul><ul><ul><li>Succession </li></ul></ul><ul><li>A 2001 national conference – no comment on succession </li></ul><ul><li>Ungraceful public departures of nonprofit leaders </li></ul><ul><li>Volunteer boards avoid topic – fear of uncertainty </li></ul>
  4. 4. We found a partner in The Chicago Community Trust <ul><li>Literature search found no materials designed for arts nonprofits and few for nonprofits </li></ul><ul><li>Thus began several years of research including surveys of executive directors and emerging leaders with University of Chicago, Center for Cultural Policy </li></ul>
  5. 5. What did we learn?
  6. 6. When do you begin succession planning? Right Now!
  7. 7. What should we do? <ul><li>Make succession a visible issue </li></ul><ul><li>Deepen and broaden the pool of leaders </li></ul><ul><li>Attract and retain more young people of greater diversity </li></ul><ul><li>Provide planning resources for board and staff leaders </li></ul>
  8. 8. Where can I find help? <ul><li>Illinois Arts Alliance www.artsalliance.org </li></ul><ul><ul><li>Has publications on succession planning for arts organizations including a handbook for interim executive directors </li></ul></ul><ul><li>Compass Point www.compasspoint.org </li></ul><ul><ul><li>Provides similar planning materials </li></ul></ul>
  9. 9. Your organization belongs to the Board – Theirs is a Sacred Trust <ul><li>Raising the question is the board’s responsibility </li></ul><ul><li>Succession planning should be part of strategic planning </li></ul><ul><li>Use the annual review as opportunity to plan </li></ul><ul><li>Include board development and transition in discussions </li></ul><ul><li>Create transition committee and identify charge </li></ul>
  10. 10. Laying the Foundation for Transition <ul><li>Create a culture of evaluation </li></ul><ul><li>Have up-to-date job descriptions </li></ul><ul><li>Make management development a priority </li></ul><ul><li>Plan for a transfer of knowledge </li></ul><ul><li>Make a dry run </li></ul>
  11. 11. The Primacy of Strategic Planning
  12. 12. For the Executive Director
  13. 13. Three Approaches to Succession Planning <ul><li>STRATEGIC LEADERSHIP DEVELOPMENT </li></ul><ul><li>EMERGENCY SUCCESSION PLANNING </li></ul><ul><li>DEFINED DEPARTURE PLANNING </li></ul>
  14. 14. Strategic Leadership Development <ul><li>Developing Leaders Within </li></ul><ul><ul><li>Determine the leadership competencies necessary to fulfill mission </li></ul></ul><ul><ul><li>Assure </li></ul></ul><ul><ul><ul><li>Job descriptions and evaluations are current </li></ul></ul></ul><ul><ul><ul><li>Professional development opportunities provided </li></ul></ul></ul><ul><ul><ul><li>Coaching and mentoring available </li></ul></ul></ul>
  15. 15. Emergency Succession Planning <ul><li>Clarify the executive director’s key responsibilities for an: </li></ul><ul><ul><ul><ul><ul><li>Unplanned Absence </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Planned Absence </li></ul></ul></ul></ul></ul><ul><li>Get Emergency Succession Plan approval </li></ul><ul><li>Maintain important organizational knowledge </li></ul><ul><li>Have a communication plan in place to include board, staff and stakeholders: funders, civic leaders, major donors </li></ul>Template: www.centerfornonprofitadvancement.org
  16. 16. Check list for All Types of Emergency Succession Plans
  17. 17. In Summary… <ul><li>A good organization is ever mindful of succession and… </li></ul><ul><li>Assesses the organization’s situation through strategic planning and board development </li></ul><ul><li>Assesses ongoing and future leadership needs </li></ul><ul><li>Creates a culture of evaluation and </li></ul><ul><li>Strategically builds a “leaderful” organization </li></ul><ul><li>Develops contingency plans for unexpected leadership departures </li></ul><ul><li>Has an emergency succession plan in place </li></ul><ul><li>Consolidates all of the organization’s vital information </li></ul>
  18. 18. Defined Departure Nuts & Bolts of Defined Departure Planning www.commpasspoint.org
  19. 19. Nuts & Bolts Departure Planning continued… <ul><li>Identify the agency’s broad strategic directions in next 3 to 5 years </li></ul><ul><li>Solidify the management team in light of the agency vulnerabilities and skills </li></ul><ul><li>Build the board’s leadership abilities </li></ul><ul><li>Back up key executive relationships </li></ul><ul><li>Put finances in order </li></ul><ul><li>Build financial reserves </li></ul><ul><li>Agree on the parameters of ED’s emeritus role if one is set </li></ul>