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

Preparing for Change: A Transition Guide

A Transition Guide

Why did the Illinois Arts Alliance undertake major research on succession? What we noticed - We’re getting older 3 S’s -- Taboo subjects for discussion Sex Salary Succession A 2001 national conference – no comment on succession Ungraceful public departures of nonprofit leaders Volunteer boards avoid topic – fear of uncertainty

What we noticed -

We’re getting older

3 S’s -- Taboo subjects for discussion

Sex

Salary

Succession

A 2001 national conference – no comment on succession

Ungraceful public departures of nonprofit leaders

Volunteer boards avoid topic – fear of uncertainty

We found a partner in The Chicago Community Trust Literature search found no materials designed for arts nonprofits and few for nonprofits Thus began several years of research including surveys of executive directors and emerging leaders with University of Chicago, Center for Cultural Policy

Literature search found no materials designed for arts nonprofits and few for nonprofits

Thus began several years of research including surveys of executive directors and emerging leaders with University of Chicago, Center for Cultural Policy

What did we learn?

When do you begin succession planning? Right Now!

What should we do? Make succession a visible issue Deepen and broaden the pool of leaders Attract and retain more young people of greater diversity Provide planning resources for board and staff leaders

Make succession a visible issue

Deepen and broaden the pool of leaders

Attract and retain more young people of greater diversity

Provide planning resources for board and staff leaders

Where can I find help? Illinois Arts Alliance www.artsalliance.org Has publications on succession planning for arts organizations including a handbook for interim executive directors Compass Point www.compasspoint.org Provides similar planning materials

Illinois Arts Alliance www.artsalliance.org

Has publications on succession planning for arts organizations including a handbook for interim executive directors

Compass Point www.compasspoint.org

Provides similar planning materials

Your organization belongs to the Board – Theirs is a Sacred Trust Raising the question is the board’s responsibility Succession planning should be part of strategic planning Use the annual review as opportunity to plan Include board development and transition in discussions Create transition committee and identify charge

Raising the question is the board’s responsibility

Succession planning should be part of strategic planning

Use the annual review as opportunity to plan

Include board development and transition in discussions

Create transition committee and identify charge

Laying the Foundation for Transition Create a culture of evaluation Have up-to-date job descriptions Make management development a priority Plan for a transfer of knowledge Make a dry run

Create a culture of evaluation

Have up-to-date job descriptions

Make management development a priority

Plan for a transfer of knowledge

Make a dry run

The Primacy of Strategic Planning

For the Executive Director

Three Approaches to Succession Planning STRATEGIC LEADERSHIP DEVELOPMENT EMERGENCY SUCCESSION PLANNING DEFINED DEPARTURE PLANNING

STRATEGIC LEADERSHIP DEVELOPMENT

EMERGENCY SUCCESSION PLANNING

DEFINED DEPARTURE PLANNING

Strategic Leadership Development Developing Leaders Within Determine the leadership competencies necessary to fulfill mission Assure Job descriptions and evaluations are current Professional development opportunities provided Coaching and mentoring available

Developing Leaders Within

Determine the leadership competencies necessary to fulfill mission

Assure

Job descriptions and evaluations are current

Professional development opportunities provided

Coaching and mentoring available

Emergency Succession Planning Clarify the executive director’s key responsibilities for an: Unplanned Absence Planned Absence Get Emergency Succession Plan approval Maintain important organizational knowledge Have a communication plan in place to include board, staff and stakeholders: funders, civic leaders, major donors Template: www.centerfornonprofitadvancement.org

Clarify the executive director’s key responsibilities for an:

Unplanned Absence

Planned Absence

Get Emergency Succession Plan approval

Maintain important organizational knowledge

Have a communication plan in place to include board, staff and stakeholders: funders, civic leaders, major donors

Check list for All Types of Emergency Succession Plans

In Summary… A good organization is ever mindful of succession and… Assesses the organization’s situation through strategic planning and board development Assesses ongoing and future leadership needs Creates a culture of evaluation and Strategically builds a “leaderful” organization Develops contingency plans for unexpected leadership departures Has an emergency succession plan in place Consolidates all of the organization’s vital information

A good organization is ever mindful of succession and…

Assesses the organization’s situation through strategic planning and board development

Assesses ongoing and future leadership needs

Creates a culture of evaluation and

Strategically builds a “leaderful” organization

Develops contingency plans for unexpected leadership departures

Has an emergency succession plan in place

Consolidates all of the organization’s vital information

Defined Departure Nuts & Bolts of Defined Departure Planning www.commpasspoint.org

Nuts & Bolts Departure Planning continued… Identify the agency’s broad strategic directions in next 3 to 5 years Solidify the management team in light of the agency vulnerabilities and skills Build the board’s leadership abilities Back up key executive relationships Put finances in order Build financial reserves Agree on the parameters of ED’s emeritus role if one is set

Identify the agency’s broad strategic directions in next 3 to 5 years

Solidify the management team in light of the agency vulnerabilities and skills

Build the board’s leadership abilities

Back up key executive relationships

Put finances in order

Build financial reserves

Agree on the parameters of ED’s emeritus role if one is set