Succession Planning: Identifying and Developing Future Committee Leaders
Some committee boards have what it takes to consistently perform at the highest level, and one of the
most common qualities of high performing boards is a strong succession plan.
Identifying New Leaders
Committees have found success identifying strong leaders using a variety of sources:
1. The Small Law Department recruits members during its Annual Hob Nob event that occurs the
afternoon before the meeting kicks off. Many other committees rely on committee business
lunches during the Annual Meeting to find qualified candidates for leadership. Additionally, it
has been helpful to chat with excellent Annual Meeting speakers to see if they might be
interested in getting more involved.
2. Build strong subcommittees.
a. It’s helpful to engage members in subcommittees or micro-volunteer projects first to
see how they perform.
3. Ask members to volunteer.
a. Use the results of your annual survey to identify members who have an interest in
dedicating additional time to committee work. Many leaders commented that they
participated because they were simply asked to volunteer.
4. Ask ACC for a list of former chapter leaders who represent the appropriate practice area.
a. Former chapter leaders are often interested in continuing to contribute, and usually need
less training for subcommittee chair roles.
5. Look at the committee structure.
a. How is the committee currently structured (are there subcommittees or are a few people
handling all of the work)?
i. Is the current structure working or should co-chairs/subcommittee members be
recruited? Establish a process that allows subcommittee members to move up
through the ranks?
1. Identify what type of expertise you want your future executive leaders to
possess? Subcommittee leaders that manage webcasts, programs, and
publications tend to move up to Secretary, Vice-Chair, and Chair. These
individuals are well-versed in the committee’s resource production and
operations.
2. Should there be two subcommittee leaders for programs or other key
leadership positions?
3. Connect with counterparts currently in the positions of interest on other
committees to get their perspectives.
6. Recruit by matching members with their specific interest. If you need a resource chair, ask
ACC for all ACC Docket authors who have published articles on the practice area your
committee serves. If you need a program organizer, tap faculty from prior programs.
1 Onboarding New Board Members
After you find someone who agrees to help in some capacity, you should educate your potential
leaders on the roles and expectations.
1. Provide new leaders with an overview and encourage them to review the committee charter,
strategic plan (if available), and website of your committee:
a. Take notes on questions you have, updates you would make, and ideas you have in
mind.
b. Encourage new leaders to attend a leadership meeting to discuss these items and
possibly put initiatives around them.
c. Review the ACC Leadership Manual to learn more about the position:
http://www.acc.com/committees/committee-leadership-manual.cfm
2. Review the job descriptions for all vacant positions. Are job descriptions up-to-date? If one
doesn’t exist, create one. Job description templates are available online and provide realistic
time commitments, deadlines, and job responsibilities.
3. Train leaders appropriately. Some committees encourage outgoing leaders to create a
document that outlines how they accomplished the various projects associated with the role as
well as estimate the approximate number of hours spent each month.
4. Encourage new leaders to review responsibilities for the upcoming year.
d. Look at your sponsor’s committee sponsor agreement; what are they required to
provide?
e. Attend the CoC Annual Meeting as well as review the CoC eGroups and ACC
webpage to determine what other responsibilities and deadlines are required (e.g.
Annual Meeting programs).
Building a Pipeline of Dynamic Leaders is Everyone’s Responsibility.
1. Be flexible and supportive when members have ideas regarding new committees. The IT,
Privacy & eCommerce Committee makes it easy to develop subcommittees by providing the
support and encouragement new members need to get started.
2. Require each subcommittee leader to identify an active member that would be interested in
their position.
3. Host micro-networking luncheons with the specific purpose of recruiting interested members.
4. Review the e-Groups for frequent contributors. Participants may be open to taking on small
leadership roles or micro-volunteer projects.
Authors:
Jen Mailander, Associate General Counsel, Corporation Service Company, and Immediate Past Chair,
Litigation Committee
Larry Parsons, Senior Vice President and Chief Legal Officer, McLane Company, and Chair, Council
of Committees
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