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Succession Planning
Ray Scott, CFPIM, CIRM
President, APICS – St. Louis Chapter
Ensuring Continued Success for Your Chapter
2 © APICS Confidential and Proprietary
Succession Planning
What is it?
Why do you do it?
What do you do?
How do you do it?
When do you do it?
Who does it?
How do we implement a plan?
3 © APICS Confidential and Proprietary
Succession Planning
What is it?A process to identify and develop people with the intent to fill key leadership positions within the Chapter
Effective Succession Planning concerns itself with building a series of feeder groups up and down the entire leadership pipeline
The succession plan helps appoint new directors quickly in a structured manner, allowing the Board to continue its business without disruption, meeting any business challenges that are encountered.
4 © APICS Confidential and Proprietary
Succession Planning
Why do you do it?One of the key roles of any nonprofit Board is to continually ensure that it has the right set of skills, talents and attributes represented in its Board members.
There is an increasing demand for highly qualified, dedicated, conscious, and aware professionals who truly add value to the organization.
Failure to attract these people to the Board can lead to poor results, lack of direction, disillusioned Boards, puzzled stakeholders, and even the demise of the organization.
5 © APICS Confidential and Proprietary
Ensures the continued success of your APICS Chapter.
Provides support for new and returning Chapter officers.
There must be a commitment to the process to help create opportunities for future leaders.
Succession Planning
6 © APICS Confidential and Proprietary
Questions To Ask About Board Succession Planning
Do we have a formal approach to Board succession planning? Does it cover multiple years?
Have we agreed on our required Board Skills, Talents and Attributes?
Do we have agreed strategies for identifying potential directors?
What role should our President have in Board succession planning?
How do we attract high quality directors to our Board?
7 © APICS Confidential and Proprietary
Succession Planning
Each chapter has in common the same basic requirements and expectations from APICS Corporate
Each chapter and the community it serves also has its own unique advantages & challenges due to:LocaleMembershipIndustries servedGovernmentOther local factors
8 © APICS Confidential and Proprietary
Succession Planning
What do we need to do?Focus on Policies, Procedures and Practices - Not Personalities
Establish Succession Planning as a key Board activity
Succession Planning is the responsibility of the Chapter leaders - not the members
9 © APICS Confidential and Proprietary
Succession Planning
How do we do it?Key questions to be asked include: What are the skills, talents and attributes
that our chapter requires? How well are these requirements being
met by our current leadership team? What additional skills do we need to
recruit and/or develop? What people or sources can we use to
address the gaps?
10 © APICS Confidential and Proprietary
Succession Planning
The APICS Chapter Strategic Plan can provide guidance
The vision and mission of APICSThe mission of your Chapter (what you
intend to accomplish) What is needed and feasible with respect
to your members
Key areas of focus for your Chapter
11 © APICS Confidential and Proprietary
Succession Planning
Once you know the way – how do we get there ?
How do we attract the right people to our Board?
.
Ideas – best practices…?
12 © APICS Confidential and Proprietary
Succession Planning
When do you do it?
Start planning now – it’s never too early
Do not wait until the end of your term
Succession Planning should carry through from year to year
13 © APICS Confidential and Proprietary
Succession Planning
Who does it? The responsibility for succession planning
often falls to a specific Board committee. Typically, this committee is responsible for:
Developing a continuous list of eligible Board candidates
Interviewing potential candidates Recommending candidates to the full
board Ensuring each new Board member receives
proper induction and training.
14 © APICS Confidential and Proprietary
Succession Planning
Who do we include in our search?
Active members
New members
Highly motivated students
Academic professionals
Recently certified members
15 © APICS Confidential and Proprietary
Succession Planning
What do we do now that we have a plan? The President must be ready to step aside and
allow the successors to take over. Some chapters create a ‘Senior Advisor’ role.
This allows the new president to have a resource when they hit a tough patch.
In some chapters, the ‘Past President’ is a formal board position that serves the same role.
Continue to move Board members through different roles to prepare them.
16 © APICS Confidential and Proprietary
Identify Needed Skills
Identi
fy K
ey P
osi
tions
an
d C
om
pete
nci
es
Sele
ct H
igh
Pote
nti
al
Candid
ate
s
Recr
uit
ment
and
M
oti
vati
on
Imp
lem
ent
Tra
inin
g &
D
evelo
pm
ent
Act
ivit
ies
Monitor & Evaluate
Foundation & Execution
17 © APICS Confidential and Proprietary
Sources of InformationConscious Governance, Nonprofit Strategic Planning for CEO's, Executives, and Nonprofit Boardshttp://www.conscious-governance.com
Tips for Efficient Succession Planninghttp://blogs.hbr.org/goldsmith/2009/05/change_succession_planning_to.html\
APICShttp://media.apics.org/cbox/Chapter_Leaders/StrategicPlanningHandbook.pdf
Succession planning http://en.wikipedia.org/wiki/Succession_planning
How to do Succession Planning – Sherri Mazurek http://managementhelp.org/staffing/succession-planning.htm
Form a business succession plan in seven steps - Gregory K. Amundson http://www.bizjournals.com/louisville/stories/1997/05/19/smallb6.html?page=all