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Succession Planning
 Chapter Leadership Council Meeting
Which best describes your current board?

     All positions filled
     All key positions filled
     Few “openings”
Which best describes the make-up
        of your current board?

 ≥ 50% are serving 1st or 2nd term
 ≥ 50% have served more than 2 terms
 ≥ 75% have served more than 2 terms
Which best describes the make-up
       of your current board?

 Baby Boomers
 Mostly Boomers with 1 or 2 Gen X
 Mix of generations
Which best describes your current
    leadership succession plan?

 Fully functioning (& we have the people
  to proof it!)
 It’s on paper
 Catch-as-catch-can
Dynamic process

Succession management
"The first responsibility of a leader
 is to develop a person to replace
 them. The leader should identify
    four prospects. Identify four
   because, on average, one will
  refuse, one will disappoint, one
  will move, and one will accept."
NOT ALL VOLUNTEERS ARE ALIKE
Generations?
 Younger generations believe more
 strongly in the importance of
 volunteering!

       Career & Life Cycle!
Teachers
Local Leaders
                Adhoc


   Shapers              Writers
Engage us
Why members begin volunteering …


    1
Meaningful
opportunity

                               4
                             Doesn’t
                             cost me

                 2
               Have the
              right skills

                                5
                             Short-term

         3
      Accessible             assignment
       location
Why members don’t volunteer …


     1
Never asked
 personally

                 2
                                 Lack of info about
                                   opportunities
       Not meaningful
       3
Lack of virtual/short-

                   4
 term assignments                      Lack of follow
                                          through


             5           It costs me
So what’s your pain point?
Engage   Connect   Orient   Monitor   Mentor   Reward   Feedback
Questions …

Peggy M. Hoffman, CAE
Mariner Management & Marketing
phoffman@marinermanagement.com
301.725.2508

Connect with me on-line:
   Twitter: @peggyhoffman
   LinkedIn: Peggy Hoffman

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Volunteer Succession Planning

  • 1. Succession Planning Chapter Leadership Council Meeting
  • 2. Which best describes your current board?  All positions filled  All key positions filled  Few “openings”
  • 3. Which best describes the make-up of your current board?  ≥ 50% are serving 1st or 2nd term  ≥ 50% have served more than 2 terms  ≥ 75% have served more than 2 terms
  • 4. Which best describes the make-up of your current board?  Baby Boomers  Mostly Boomers with 1 or 2 Gen X  Mix of generations
  • 5. Which best describes your current leadership succession plan?  Fully functioning (& we have the people to proof it!)  It’s on paper  Catch-as-catch-can
  • 6.
  • 8. "The first responsibility of a leader is to develop a person to replace them. The leader should identify four prospects. Identify four because, on average, one will refuse, one will disappoint, one will move, and one will accept."
  • 9. NOT ALL VOLUNTEERS ARE ALIKE
  • 10. Generations? Younger generations believe more strongly in the importance of volunteering! Career & Life Cycle!
  • 11. Teachers Local Leaders Adhoc Shapers Writers
  • 13. Why members begin volunteering … 1 Meaningful opportunity 4 Doesn’t cost me 2 Have the right skills 5 Short-term 3 Accessible assignment location
  • 14. Why members don’t volunteer … 1 Never asked personally 2 Lack of info about opportunities Not meaningful 3 Lack of virtual/short- 4 term assignments Lack of follow through 5 It costs me
  • 15. So what’s your pain point?
  • 16. Engage Connect Orient Monitor Mentor Reward Feedback
  • 17. Questions … Peggy M. Hoffman, CAE Mariner Management & Marketing phoffman@marinermanagement.com 301.725.2508 Connect with me on-line: Twitter: @peggyhoffman LinkedIn: Peggy Hoffman

Editor's Notes

  1. Patterns of Association Volunteering Not all volunteers are alike
  2. Cycle of Volunteering …It’s not generational – younger gens see importanceDifferences seen based on career & family cyclesDifferences among generations are subtle but need to be addressed:Communications / technologyCollaborative / command & control
  3. Patterns of volunteering …ShapersLeadersAd-hoc Volunteers The new workforce …
  4. Technology & social web have created an expectation – we are youWe will have a sayWe will be heardWe will be have an active role
  5. What connects with volunteers – the why, how, & what Why members begin volunteering – Top ReasonsMeaningful opportunity Right skills Accessible location No loss of income (doesn’t cost me!)Short-term assignment
  6. What connects with volunteers – the why, how, & what What stops Members - Top reasons members don’t volunteer Never asked to volunteer Lack of information about volunteer opportunities in general Lack of information about virtual volunteering & about short-term assignments Lack of follow through Inadequate expense reimbursement Work not meaningful
  7. Let’s spend the rest of the time on skill-building & idea-sharing …
  8. If you have to grow volunteerism(1) Engage(2) Connect Do a skill assessment(3) Orient: Be Sure They Know Answers to the BIG Questions. Set Goals (meaningful, measurable, specific, time-constrained) (4) Monitor(5) Mentor(6) Reward Appropriately (7) Get volunteer feedback – polls and surveys