Following on from the previous blog in my series of the 10 things you need to know about not-for-profit governance – about Managing Risk – this week we are going to explore the fifth area: Succession Planning.
Effective Board Succession Planning is critical to ensuring the continuity and long-term success of your organisation, and in recent years it has become something of a focus area of mine in the work that I do, too.
Succession Planning is something that I find most not-for-profits don’t do particularly well – if at all.
But, like most things, with a bit of thought and planning, you too can have great successes with your Board Succession Planning.
Start early
Succession Planning requires plenty of time to properly identify, assess, and approach potential new Board members. The identification process includes scanning all your networks for likely candidates that could potentially fill the existing skills gaps identified through your Board Skills Matrix (more about that below). And then tapping those potential candidates on the shoulder well in advance.
Your networks for finding these individuals could include your friends, colleagues, sector connections, channels for advertising NFP governance roles, as well as tapping into corporate social responsibility programs within big businesses and aligned industry sector bodies.
It’s important to thoroughly vet any individuals being considered, to ensure they do possess the skills and knowledge that your Board needs, and to confirm that they have the capacity and the commitment to contribute effectively to your organisation.
By starting early – and when I say ‘early’ I am talking three to six months out from your next Board appointments – you ensure you have plenty of time to work through a robust process, to ensure the best people available are recruited.
Make a plan
We all know that things are more likely to happen when we write them down, and this is no different in the case of Succession Planning.
Documenting your succession plan provides greater clarity for all those involved, and it ensures that critical aspects of the process are not overlooked.
Don’t only document your plan for this year, but back that up with written Succession Planning Policy and Procedures that guide your process, both for use now as well as into the future.
Having a suitable Skills Matrix in place is another essential part of good Succession Planning, and reviewing and updating it should be one of the first things that you do at the start of each cycle of Succession Planning, as it informs who you need to approach.
Grow your own
Consider creating a talent pipeline within your organisation. Provide opportunities for individuals currently on your Board or Sub-committees to gain experience, take on more responsibility, and develop their Board skills, so that when the key leadership roles on your Board become vacant, you already have some good candidates waiting in the wings.
Mentoring and observer-ship programs can also be really valuable in nurturing and developing future Board members.
At the end of the day, Board Succession Planning is not just about filling vacancies – it’s about building strong leadership and cultivating a culture of growth and development within your organisation.
By investing the time and effort in good effective Succession Planning up front, positive succession outcomes are far more likely, and thus you create a sustainable future for your organisation, ensuring a smooth transition of leadership when the time comes.
Stay tuned for the next installment in my 10 things blog series, where I’ll explore another essential aspect of not-for-profit governance – People and Culture.
And if you’d like to catch up on the 10 things webinar, where I discuss all 10 of these essential elements of not-for-profit governance in more detail, you can check that out HERE – the passcode is 7A#AQMg*
If you think I can help you or your not-for-profit with YOUR good governance, do check out the supports and services I offer organisations HERE – and if you would like to book a discovery call with me, to discuss your needs, you can do that HERE.
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