1. Phyllis Shurn-Hannah, Northeast Region Field Services Director ▪ SHRM ▪ March 31, 2010 The 10 Step Succession Plan for Chapter Leaders

2. ©SHRM 2008 “Americans — perhaps exhausted from days in their do-more-with-less workplaces, working multiple jobs or afraid to get out in the larger community, or perhaps simply preferring to collapse in front of the television — just are not joining and volunteering as much as they once did.” Diane Stafford, Workplace Columnist Kansas City Star

3. ©SHRM 2008 What is Succession Planning? Succession Planning is the use of a planned course of measure to ensure that volunteers are developed to successfully replace current volunteer leaders whenever needed to carry out the mission, vision and goals of the Chapter.

4. ©SHRM 2008 Expectations of a Volunteer Complete understanding of the position – time required, required tasks To feel welcomed Good training Opportunity to do interesting work To be appreciated To be communicated with To know they are helping to make the world a better place To be socially connected To learn something new

5. ©SHRM 2008 Volunteer Life Cycle Hire InspireAdmire Retire

6. ©SHRM 2008 Critical Questions To Ask The Board How would you handle the progression of your strategic objectives if a key position suddenly became vacant? Do you select people to the board based on likeability and need to fill a slot vs. tactical and long-term planning? Do you know TODAY who will replace current leaders when their terms end? Do current volunteers feel they have benefited in a meaningful way as a result of their service?

7. ©SHRM 2008 Why Have A Succession Plan? Identify critical volunteer leader positions in the chapter Identify replacements for future vacancies in positions (due to term end or the unexpected) Identify individuals who could potentially fill those vacancies Ensure that the chapter’s current mission and vision will be carried forward by future leaders Ensure that next generation of leaders are prepared for their roles The Plan should be tied to the chapter’s mission and goals

8. ©SHRM 2008 Outcome of Planning Strong leadership that perpetuates growth Increased member satisfaction through great services and meaningful meetings Contingency back-up if volunteer leader cannot complete term Volunteer leaders feeling they have personally and professionally benefited as a result of their volunteer experience

9. ©SHRM 2008 Step 1 Establish a strategic plan (vision, mission, goals)

10. ©SHRM 2008 Step 2 Evaluate current volunteer roles: confirm relevancy

11. ©SHRM 2008 Step 3 Establish a “line of succession” for positions Evaluate/update job descriptions/customize for your needs

12. ©SHRM 2008 Step 4 Analyze member roster for potential volunteer leaders

13. ©SHRM 2008 Step 5 Determine the key leaders for whom successors will be identified

14. ©SHRM 2008 Step 6 Evaluate value proposition for attracting/retaining volunteers

15. ©SHRM 2008 Step 7 Identify the competencies of current key leaders: experience and duties required personality, political savvy, judgment leadership skills

16. ©SHRM 2008 Step 8 Select the high-potential members who will participate in succession planning:  Identify gap between what the high-potential members are able to do presently and what they must do in the leadership role  Create a development plan for each high-potential member to prepare him or her for the leadership position  Perform development activities with each high-potential member

17. ©SHRM 2008 Step 9 Interview and select a member for the new leadership position

18. ©SHRM 2008 Step 10 Evaluate it! Communicate it! Stick to it!

19. ©SHRM 2008 Steps to Succession Planning I.Establish a strategic plan (vision, mission, goals) II.Evaluate current volunteer roles: confirm relevancy III.Establish a “line of succession” for positions > Evaluate/update job descriptions/customize for your needs IV.Analyze member roster for potential volunteer leaders V.Determine the key leaders for whom successors will be identified VI.Evaluate value proposition for attracting/retaining volunteers VII.Identify the competencies of current key leaders  Identify experience and duties required  Identify personality, political savvy, judgment  Identify leadership skills

20. ©SHRM 2008 Steps to Succession Planning VIII. Select the high-potential members who will participate in succession planning  Identify gap between what the high-potential members are able to do presently and what they must do in the leadership role  Create a development plan for each high-potential member to prepare him or her for the leadership position  Perform development activities with each high- potential member IV. Interview and select a member for the new leadership position V. Evaluate it! Communicate it! Stick to it!

21. ©SHRM 2008 Tools for Succession Planning  Your Strategic Plan  Your Member, Board Rosters  Successful Practices from other chapters  Four-Year Succession Plan Grid  Succession Planning/Career Development Questionnaire  Recruitment and Retention Toolkit on the VLRC

22. ©SHRM 2008 Succession Planning Helps Chapters > “Grow your own" future leaders > Manage diversity > Shorten the learning curve for future leaders > Increase commitment and loyalty to the organization

23. ©SHRM 2008 What to Look For Leadership Initiative Judgment Planning & Organizing Teamwork Commitment Political Savvy

24. ©SHRM 2008 Board Roster

25. ©SHRM 2008 Succession Grid

26. ©SHRM 2008 SHRM Annual Leadership Conference One of our purposes for sponsoring the Leadership Conference is to help facilitate the succession planning process for our volunteer leaders. Not only does it provide excellent leadership development opportunities, but it is an excellent way to facilitate best practice sharing and to network with fellow volunteer leaders and prepare for the coming year. It goes without saying that you should think strategically about who attends this conference. When your volunteer leaders return from the conference, ask them to conduct a presentation on key learning points and how they will apply their new learning. Avoid encapsulated development at all costs!

27. ©SHRM 2008 Don’t Let Anyone Be Fooled!

28. ©SHRM 2008 Questions/Discussion?