Don't Let Things Just

Fall Into Place 

It's hurricane season here on the East Coast--and they are certainly a force to be reckoned with. No human being can direct the path of these storms or diminish their power. The best we can do is listen to the weather reports, heed warnings and prepare. My friends and family in Connecticut knew Irene was headed in their direction days ahead of time and took whatever precautions they thought would protect their family and property. No one will ever fault you for being wise.

Why is it then we often fail to prepare for something we know is coming that could significantly affect the health and future of our organization or business? Many of us adopt the attitude that "Things Will Just Fall Into Place." Perhaps, but it is just as likely that things might just fall apart.

In this month's article, I hope to help you think through how to prepare for changes in leadership through thoughtful succession planning. It is well worth your investment of time, and far less expensive than hiring a national search firm.

Be wise in all areas of your life--you will never regret it.

The purpose of this monthly Newsletter is to encourage you both personally and professionally. You are receiving this e-mail based on our mutual association with nonprofit and service organizations. 

PLANNING FOR SUCCESSion 

Whether you are an executive, a board member or in upper management it is very likely you will need to address the issue of replacing someone in a key role. Scores of nonprofit executives around the country are approaching retirement, but relatively few of their agencies have thought about how to prepare for this event. And, I do mean event. This is something BIG and it can shake the very foundation of your organization or business.

If you have worked anywhere long enough you understand that when employees know a change in leadership is imminent one of their first reactions is fear. Fear of the unknown. Who is this person? Does our Board or the search firm have any clue of what we really need in a leader?

Legitimate questions--for more than one reason. If the current executive is well-loved and respected, how will they ever replace their "persona" -- those almost intangible qualities that serve to inspire employees? Even more importantly, will the person they hire have the right mix of skill and knowledge to handle the job?

Careful succession planning involves several steps and can be initiated years before a leader's actual retirement. Some of the reasons this process is so important are:

• It helps ensure a smooth transition.
• It guarantees the organization's mission and values are protected.
• It reassures funders of the thoughtfulness and stability of the organization and thereby does not jeopardize revenue.
• It prepares staff and helps them know all aspects of this event are being properly taken into account. 
• Clients can feel confident of the agency's commitment to their needs.

Next month I will share more details about one of the first steps in the process--Benchmarking the Position. You may not realize there are validated, time-tested assessment tools designed by Target Training International to carefully analyze the position to determine key accountablities and other pertinent information. Benchmarking is essential for a number of reasons and allows for the input of other key staff.

I have seen this process effectively adopted by several organizations around the country. These agencies are saving tens of thousands of dollars over hiring a national search firm and saving their staff and constituents a lot of anxiety and potential grief. In fact, a few years before my retirement as President of Klingberg Family Centers in the fall of 2010, our Board decided to take this approach and was extremely pleased both with the process and the results.

If you are interested in exploring how to prepare for your own upcoming retirement or the succession of a person in a key role, I hope you will contact me at rburton@byyoursidenc.com.