Planning

1. How to Find Your
Section's Next Officer
Team
Leadership Coaching Committee

2. 2
Agenda
Succession Planning for your SWE group
8-Step Succession Planning Approach

3. 3
Why Succession Planning?
Develop and prepare members for future achievement
Ensure continuity of leadership
Avoid transition problems
Ensure assignments successfully completed
Ensure volunteering in SWE is attractive
Help translate strategies into capabilities for future success
Avoid burnout

4. 4
Principles of Succession Planning
 Strategically Focus on Long Term
– Consider current & future requirements
 Focus on Leadership Requirements
– Flexible leaders, not specific skills
 Objectively Assess Candidates
 Have a Pool of Candidates
 Focus on Development
 Keep Candidates Involved and Supported

5. 5
Strategize
Assess
Culture
ID Needs
ID Potentials
Assess
Candidates
Ask!
Develop &
Coach
Re-assess
SWE’s Succession Planning Cycle

6. 6
Step 1: Identify Strategies
Strategic Planning
• Vision
• Strategic Priorities
• Objectives to meet Strategic Priorities
• Tasks to meet Objectives
– Volunteers required
– Resources required
Communicate the strategies
Set retention and succession goals and objectives

7. 7
Step 2: Culture Assessment
• Procedures
• Traditions
• Check your Inclusiveness
• Section Vitality Assessment

8. 8
Position
Title
Step 3: Determine Leadership Needs
• Soft/people skills
• Hard/technical skills
• Areas of expertise
• New initiative
• Knowledge of SWE
• Experience
• Results oriented
• Strategic thinking
• Others….

9. 9
Leadership Needs of SWE
Leadership
Competencies
Learn more about SWE’s Leadership Competency Model

10. Step 4: Potential Candidates
SWE
Knowledge &
Experience
Time to
Participate
Leadership
&
Organization
Skills

11. 11
Maintain a Candidate Database
• Name
• Contact information
• Education and job title
• Years of SWE membership
• SWE experience
• Areas of interest
• Skills/Knowledge
• Possible next positions
• Long term SWE goals
• Mentor’s name
• Suggested SWE training

12. Step 5: Candidates vs. Needs
Candidate
• Attitude
• Experience
• Interests
• Abilities
• Availability
• Commitment
• SWE Goals
Strategic Needs
• More hands on deck
• Fresh ideas
• Newly created role
• Functional expertise
• Fill the pipeline

13. 13
Step 6: Ask!
Source: The Independent Sector “Giving & Volunteering in America”
• 44% of adults did some
volunteer work
• Of the other 56%, most said
“No one asked me.”
• 71% said if they were asked,
they would serve.
So… Ask!

14. 14
Step 6 (alternate): Sell it.
Transferable Skills to Be Gained
SWE
Teambuilding
Consensus Building
Negotiating
Presentation skills
Issues Management
Fiscal Responsibility
Fundraising / Membership
Job
Staff Management
Decision Making
Negotiating
Public Speaking
Setting Priorities
Financial Mgmt
Sales / Marketing
Source: Mark Levin, CAE, CSP

15. 15
Step 7: Develop and Coach Candidates
Assign a mentor
SWE training
Transition meeting
Procedures documented
Communication
• Clear job descriptions/expectations
• Timely information
Keep them involved
Encourage new opportunities
Keep good records!

16. 16
Step 8: Reassess
Your section should be continuously evaluating
and updating:
• Strategic plan
• Pool of candidates
• Leadership needs
• Training program

17. 17
Best Practices
Invite people to think about position early
Have easy/varied tasks for new volunteers
See who shows up, add them to pool
Award and recognition letters to members’ work places
Survey members to find potential candidates

18. 18
What’s Your Succession Planning Goal?
SP is:
A process
Ongoing
Everyone’s job

19. 19
Questions on Talent Management???