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

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

Remember:

The organization belongs to the board

Theirs is the Sacred Trust

The board remains after the executive director leaves

How does the board start a search? Create a Board Search Committee and give it a charge!

Create a Board Search Committee and give it a charge!

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

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

Update the job description

Consider an Interim Executive Director

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

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

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

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

Communication Plan

Conducting the Search

Recruitment

Screening

Selection and Negotiation

Role of the staff

The Transition – Honoring Outgoing Leader Public announcement Special events Opportunity to say good-by

Public announcement

Special events

Opportunity to say good-by

Orienting New Leader Introduction to board and key stakeholders Introduction to community Carefully planned meetings

Introduction to board and key stakeholders

Introduction to community

Carefully planned meetings

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 Set the executive search strategy. Decide whether or not to use an executive recruiter.

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.

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

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

“ To make an ending is to make a beginning. The end is where we start from.” T.S. Eliot