How to Find Your Section's Next Officer Team

How to Find Your Section's Next Officer Team

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  How to FindYour Section's Next Officer Team Leadership Coaching Committee
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  2 Agenda Succession Planning foryour SWE group 8-Step Succession Planning Approach
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  3 Why Succession Planning? Developand 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
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  4 Principles of SuccessionPlanning  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
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  5 Strategize Assess Culture ID Needs ID Potentials Assess Candidates Ask! Develop& Coach Re-assess SWE’s Succession Planning Cycle
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  6 Step 1: IdentifyStrategies 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
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  7 Step 2: CultureAssessment • Procedures • Traditions • Check your Inclusiveness • Section Vitality Assessment
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  8 Position Title Step 3: DetermineLeadership Needs • Soft/people skills • Hard/technical skills • Areas of expertise • New initiative • Knowledge of SWE • Experience • Results oriented • Strategic thinking • Others….
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  9 Leadership Needs ofSWE Leadership Competencies Learn more about SWE’s Leadership Competency Model
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  Step 4: PotentialCandidates SWE Knowledge & Experience Time to Participate Leadership & Organization Skills
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  11 Maintain a CandidateDatabase • 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
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  Step 5: Candidatesvs. 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
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  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!
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  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
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  15 Step 7: Developand 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!
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  16 Step 8: Reassess Yoursection should be continuously evaluating and updating: • Strategic plan • Pool of candidates • Leadership needs • Training program
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  17 Best Practices Invite peopleto 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
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  18 What’s Your SuccessionPlanning Goal? SP is: A process Ongoing Everyone’s job
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  19 Questions on TalentManagement???