succession planning

“…succession planning can be placed in the context of strategic planning, part of a broader effort to develop leaders throughout an organization.”
Staying Engaged, Stepping Up
Tom Adams

Emergency succession plans
Emergency succession plans name candidates who can replace the current executive director on either an interim or permanent basis and defines where the lines of authority will lie after a leader’s departure.

Developing an emergency succession plan highlights the importance of proactively managing leadership change, and starts the dialogue between board members and the executive director about the need to sustain the leadership of the organization.

Departure-defined succession plan
This plan is initiated by a founder or long-term leader who has decided to leave the organization. The departing executive develops a strategy that passes his or her skills, knowledge, and key relationships on to others in the agency.

The plan may focus on developing the capabilities of a specific successor, or it may enhance the leadership abilities of a number of managers in the organization.

Strategic leader development succession plan
This is the most comprehensive form of succession planning because it develops staff at all levels to take on greater responsibility and improve performance. This form of succession planning identifies and nurtures leaders that are already within the organization and prepares them to take on the to job.

Leader development planning is usually done in conjunction with the broader strategic planning process. As the organization determines its future focus, it can also be assessing the abilities and experience of current staff to lead the organization to its goals. And, where necessary, build training and education programs to develop leadership capacity.
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