Leadership Succession Session3
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Leadership Succession Session3






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Leadership Succession Session3 Presentation Transcript

  • 1. NYS ARTS presents ArtsForward Leadership Training Webinar & Blog Series Leadership & Succession in the Arts Instructor: Alene Valkanas Session Three Essential 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
  • 2. 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
  • 3. How does the board start a search?
    • Create a Board Search Committee and give it a charge!
  • 4. Responsibilities of a board search committee
    • Determine timeline
    • Develop job description
    • Engage full board
    • Hire search agents
    • Hire interim executive director
    • Regularly report to board
    • Recruit candidates
    • Screen/Select
    • Present finalist/s to the Board
  • 5. Update the job description
  • 6. Consider an Interim Executive Director
  • 7. It’s your first day on the job What do you do?
    • Take a tour of the facility
    • Meet individually with staff and ask “big picture” questions
    • One-on-one meetings with key board members
    • Schedule organization’s events on calendar
    • Review hard copy files
    • Review computer desktop files
    • Fill our necessary paper work on appointment
    • Review rolodex or contacts database
    • Make a list of questions and who to ask
    • LISTEN
  • 8. Use of outside assistance
    • Should 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 filled
  • 9. Communication Plan
  • 10. Conducting the Search
  • 11. Recruitment
  • 12. Screening
  • 13. Selection and Negotiation
  • 14. Role of the staff
  • 15. The Transition – Honoring Outgoing Leader
    • Public announcement
    • Special events
    • Opportunity to say good-by
  • 16. Orienting New Leader
    • Introduction to board and key stakeholders
    • Introduction to community
    • Carefully planned meetings
  • 17. Defined Departure Nuts & Bolts of Defined Departure Planning –www.commpasspoint.org
  • 18. 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
    • Set the executive search strategy.  Decide whether or not to use an executive recruiter.
  • 19. Founder Transition
    • Ideal notice and timetable
    • Impact of founder on branding and fundraising
    • “ Who are we and what do we wish to preserve?”
    • Search process
    • Importance of stability
    • Communication Plan
    • Avoid comparisons
    • Overlap with successor
    • Rituals
    • Maintain history
  • 20. “ To make an ending is to make a beginning. The end is where we start from.” T.S. Eliot