2012 SHRM Georgia Leadership Series
Succession Planning for Your Chapter
Module 4 – October 18, 2012
For Current and Aspiring Chapter Officers, Directors and Chairs
Welcome
2012 SHRM Georgia Leadership Series
• Sponsor – SHRM Georgia State Council
– Rob Morton, State Director
– Kathi McMullan, Director of Professional Development & Recognition
– Craig Southern, Director of Professional Development & Recognition
• Moderator – Kathleen Kraynick, State Council Administrative Manager
• Facilitator – Craig Southern, PHR
– SHRM Georgia State Council Member
– Director of Human Resources & Risk Management for the State Road & Tollway
Authority of Georgia
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Leadership Series Objectives
2012 SHRM Georgia Leadership Series
• Help Georgia Chapters succeed by providing education that:
– Accelerates the Chapter leadership transition process
– Helps leaders assimilate into their new roles quickly
– Provides leaders with the information needed to create effective
strategic plans
– Assists Chapters in retaining, engaging and growing membership
– Builds an ongoing pipeline of volunteer leadership talent
throughout our state
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Leadership Series Curriculum At-A-Glance
2012 SHRM Georgia Leadership Series*
1. Transitioning Into a SHRM Chapter Leadership Role
January 5, 2012
2. Strategic Planning for Your Chapter
January 23, 2012
3. Growing & Engaging Your Chapter’s Membership
February 27,2012
4. Succession Planning for Your Chapter
October 18, 2012
*Webinars archived and accessible at www.shrmga.org
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Agenda
Succession Planning for Your Chapter
• What is Succession Planning?
• Why is Succession Planning Important?
• Succession Planning Challenges
• Succession Planning Framework & Tools
• Additional Succession Planning Resources
• Wrap-Up Q & A Session
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What is Succession Planning?
Succession Planning for Your Chapter
Succession Planning is the use of a planned
course of measure to ensure that volunteers are
developed to successfully replace current volunteer
leaders whenever needed to carry out the mission,
vision, and goals of the Chapter.
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Why is Succession Planning Important?
Succession Planning for Your Chapter
Succession planning is a means for your Chapter
to ensure its continued effective performance
through leadership continuity perspectives.
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Poll 1 – Key Challenges of Succession Planning
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Succession Planning Framework At A Glance
Succession Planning for Your Chapter
Step 9 – Assimilate New Leaders into Chapter
Step 8 – Interview & Select
Step 7 – Develop a Marketing Plan
Step 6 – Create the Value Proposition
Step 5 – Prioritize Succession Planning Needs
Step 4 – Develop & Modify Role Descriptions
Step 3 – Identify Roles Critical to Mission, Vision & Strategic Plan
Step 2 – Identify Critical Competences Required for Success
Step 1 – Review Your Chapter’s Mission, Vision & Strategic Plan
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Step 1
Succession Planning for Your Chapter
ReviewReview
Your Chapter’s
Your Chapter’s
Mission,
Mission,
Vision &
Vision
Strategic
& Strategic
Plan Plan
• Central to being an effective Chapter is the ability to launch and
execute key strategic initiatives in support of the Chapter’s mission
and vision.
– The mission, vision, and strategic plan of your Chapter provide a
starting point for developing an effective succession plan for your
Chapter.
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Step 1 – Example (Case Study)
Succession Planning for Your Chapter
ReviewReview
Your Chapter’s
Your Chapter’s
Mission,
Mission,
Vision &
Vision
Strategic
& Strategic
Plan Plan
• Goal: To increase the number of ‘next generation’ members
• Strategy: To develop and implement a marketing campaign
targeting ‘next generation’ members
• Action Plan: Set and agree on deadlines, determine necessary
activities, and assign accountability for ensuring success of the
strategy
Do you have the bench strength (i.e., talent
pool) to ensure success of this goal?
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Step 2
Succession Planning for Your Chapter
Identify
Identify
Critical
Critical
Competencies
Competencies
forRequired
Successfor Success
• Knowledge
• Experience
• Personality
• Leadership
• Commitment
• Initiative
• Other
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Step 2 – Example (Case Study)
Succession Planning for Your Chapter
Identify
Identify
Critical
Critical
Competencies
Competencies
forRequired
Successfor Success
• Knowledge – Social Networking
• Experience – Marketing & Communication
• Personality – Gregarious
• Leadership – Visionary
• Commitment – Time
• Initiative – Self-Starter
• Other – Techno Savvy
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Step 3
Succession Planning for Your Chapter
Identify Roles Critical to Achievement of Mission, Vision & Strategic Plan
• Re-evaluate current roles to confirm ongoing relevance
• Identify role gaps
• Determine need for new roles
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Step 3 – Example (Case Study)
Succession Planning for Your Chapter
Identify Roles Critical to Achievement of Mission, Vision & Strategic Plan
• Before List
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• After List
–
President
–
President
–
President-Elect
–
President-Elect
–
Past President
–
Past President
–
Secretary
–
Vice President
–
Treasurer
–
Secretary
–
Core Leadership Area Chairs
–
Treasurer
–
Core Leadership Area Chairs
–
Communications/Marketing Director
–
Information Technology Director
–
Others
Step 4
Succession Planning for Your Chapter
Develop & Modify Role Descriptions
• Write job descriptions for any new roles
• Revisit job descriptions for current roles that are still relevant—
determine if competencies or qualifications must be modified
• Determine if a role is an entry-level job or if pre-requisite roles are
required (e.g., prior service required in a Chair role as a prerequisite for success in the position)
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Step 4 – Example (Case Study)
Succession Planning for Your Chapter
Develop & Modify Role Descriptions
• Perhaps the Membership Director now has to have a marketing
background
• Perhaps the Communications/Marketing Director needs to have a
knowledge of and/or experience with social media
• Perhaps the Professional Development Chair needs to have handson expertise with learning management system platforms
• Perhaps a need now exists for an Information Technology Director
to support the social media aspects of Chapter marketing
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Step 5
Succession Planning for Your Chapter
Prioritize Succession Planning Needs
•
Map out successors already identified for critical roles (preference is to
have more than one for each critical role)
•
Highlight the gaps—determine which roles that you have not identified at
least two successors
•
Identify current high potential volunteer leaders who have an interest and
the time in assuming critical roles; identify developmental gaps; build a
development plan
•
Plug talent into the SHRM Chapter Pool Tool for Succession Planning
•
Utilize the Succession Planning/Career Development Questionnaire
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Step 5 – Example (Case Study)
Succession Planning for Your Chapter
Prioritize Succession Planning Needs
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Developmental Gaps: Knowledge, Experience, Personality, Leadership, Commitment, Initiative, & Other
Poll 2 – The Value Proposition
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Step 6
Succession Planning for Your Chapter
Create the Value Proposition
• Why People Volunteer
–
–
–
–
–
–
–
–
–
–
–
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Professional Growth & Development
Networking Opportunities
Enhancement of Leadership Skills
Give Back to the Community
Peer-to-Peer Engagement
Coach and Mentor Others
Increase Marketability
Sense of Accomplishment
Recognition and Feedback
Make New Friends
Have Fun
• Why People Don’t Volunteer
–
Fear of Commitment
–
Not Enough Time
–
Bad Volunteer Experience in the Past
–
Lack of Interest
–
Unaware of Volunteer Opportunities
–
Not a Priority
According to research from the Gallup Organization, U.S. Bureau of Labor Statistics, and Volunteers of America
Step 6
Succession Planning for Your Chapter
Create the Value Proposition
Maslow’s Hierarchy of Needs
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Step 6
Succession Planning for Your Chapter
Create the Value Proposition
• Take the research into account when creating your value proposition
• Correlate reasons people volunteer with Chapter roles
• Develop volunteer campaign based upon reasons people volunteer
• Proactively address the needs of volunteers
• Continually refine volunteer outreach strategy
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Step 6 – Example (Case Study)
Succession Planning for Your Chapter
Create the Value Proposition
• Want to give back to the community while enhancing your
leadership skills? The ABC SHRM Chapter, a professional
association for HR professionals, seeks an outgoing and dynamic
social media expert to serve in the exciting and rewarding volunteer
role of Communications/Marketing Director. This highly-visible role
will lead the public relations efforts for both internal (membership)
and external (public-at-large) activities for the Chapter. Use your
communications/marketing finesse to keep our members informed
while engaging the community.
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Step 7
Succession Planning for Your Chapter
Develop a Marketing Plan
Components of an Effective Marketing Plan
•
•
•
•
•
•
•
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Purpose
Short-Term Objectives
Target Market
Message
Channels
Execution
Analyze & Adjustment
Step 7 – Example
Succession Planning for Your Chapter
Develop a Marketing Plan
Approaches
• Social Media (e.g., LinkedIn, Facebook, Twitter)
• Analyze member roster for potential volunteer leaders (may need to
modify enrollment paperwork so you collect more data or run a contest,
etc.)
• Post jobs on relevant job boards and Web sites (e.g., professional
associations such as SHRM, local colleges/universities such as Georgia
State University, etc.)
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Step 8
Succession Planning for Your Chapter
Interview & Select
• Use the tools on the VLRC to help you interview and select
volunteer leaders, including the Succession Planning/Career
Development Questionnaire
• Direct interested volunteers to other volunteer roles if they apply for
positions for which they are not yet qualified
• Ask current, past, and potential volunteers for referrals (for which
you may even provide a token of referral esteem)
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Step 8 – Example
Succession Planning for Your Chapter
Interview & Select
Succession Planning/Career Development Questionnaire
• Helps gain an understanding of a potential volunteer’s leadership/career
development goals
– Current Office/Position Held
– Position(s) of Interest
– Future Leadership Goals
– Potential Successors
– Volunteer Referrals
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Step 9
Succession Planning for Your Chapter
Assimilate New Leaders into Chapter
• Promote/Formalize Installation of Officers Ceremony
• Conduct New Leader Orientation
• Have Meet-n-Greet Activity for Chapter
• Facilitate a ‘Passing of the Torch’ Event for Leadership Transition
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Step 9 – Example
Succession Planning for Your Chapter
Assimilate New Leaders into Chapter
Conduct New Leader Orientation
• Provide the following information:
– Orientation Handbook for Officers, Directors, and Committee Chairs
– Chapter Bylaws
– Fundamentals of Chapter Operations
– Chapter leader position descriptions
– Contact information for all Chapter officers, directors, and committee chairs
– SHRM resources and toolkits as relevant to new leader’s role
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Succession Planning Tools & Resources
Succession Planning for Your Chapter
• Succession Planning Toolkit (VLRC)
–
The 10-Step Succession Plan for Chapter Leaders
–
Succession Planning/Career Development Questionnaire
–
Board Roster Template for Succession Planning
–
Succession Planning Competencies
–
Stepping Stones to Enhanced Leadership
• Other
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–
The SHRM Chapter Pool Tool for Succession Planning
–
Fundamentals of Chapter Operations (VLRC)
–
Orientation Handbook for Officers, Directors, and Committee Chairs (VLRC)
–
SHRM Georgia Chapter Leaders Present & Past
Questions
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Thank You and Good Luck!
Succession Planning for Your Chapter
• Because SHRM could not be successful without the hard
work and support of volunteer leaders, we hope your
experience as a leader will be rewarding
• We look forward to working with you to support, promote, and
develop the human resource profession
• Stay tuned for information regarding future additional
professional development opportunities
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SHRM Resources
• SHRM Annual Conference – in Chicago June 16-19, 2013
• SHRM Georgia State Council
• SHRM Regional Administrator – Crystal Adair, [email protected]
• SHRM Field Services Director – Dorothy Knapp, [email protected]
• 2013 Chapter Presidents’ Conference Call Schedule
− Access the schedule on the home page of the Volunteer Leaders’ Resource Center
‒ Calls are organized for each chapter size
• Chapter Activities Checklist by Month
‒ Access the checklist from the home page of the Volunteer Leaders’ Resource Center
• Volunteer Leaders’ Resource Center
• SHRM Connect
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