Your SlideShare is downloading. ×
  • Like
Leadership Succession Session3
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×

Now you can save presentations on your phone or tablet

Available for both IPhone and Android

Text the download link to your phone

Standard text messaging rates apply

Leadership Succession Session3

  • 464 views
Published

 

Published in Career , Business
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
    Be the first to like this
No Downloads

Views

Total Views
464
On SlideShare
0
From Embeds
0
Number of Embeds
1

Actions

Shares
Downloads
5
Comments
0
Likes
0

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide

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