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Succession Planning:Building an Alumni Leadership Pipeline
Laura M. Grisolano
Alumni Association Board President
Claremont McKenna College
January 13, 2008
Succession Planning:Building an Alumni Leadership Pipeline
Session Description
If the only time you think about developing alumni leadership is when you’re bringing new members on to your board, you’re missing a great opportunity.
As you’re planning programming for young alumni and students, are you incorporating leadership growth opportunities?
Are you using committee activities and projects to train and evaluate future volunteer leaders?
This session will show you how to use a team-oriented approach to creating and maintaining an alumni leadership pipeline.
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
Students
NewAlumni
Multi-Generational
Pool of Alumni
Leaders
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
• Developing awareness of alumni association
• Building relationships with faculty and administrators
• Assuming leadership roles
Students
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
• Creating a new relationship with the institution
• Attending first alumni events
• Making first donations
• Eager to network
• Still connected to college faculty and administrators
NewAlumni
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
Volunteer
Project volunteer
Project leader
Candidate for board
Board leader
Board officer
Post-board engagement
Multi-Generational
Pool of Alumni
Leaders
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
Willing to volunteer
Write article for magazine
Work reception at event
Mentor current student
Provide professional service
to college
Work phone bank
Multi-Generational
Pool of Alumni
Leaders
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
Project volunteer
On-going commitment
Attend meetings
Ownership in project
Connections
Multi-Generational
Pool of Alumni
Leaders
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
Project leader
Responsible for outcome
Accountable
Recognized
o Committee chair
o Project manager
o Class liaison
o Chapter chair
Multi-Generational
Pool of Alumni
Leaders
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
Candidate for board
Successful outcome
Strong commitment
Enthusiastic
Special resource
Valuable skill
Represents important
demographic
Multi-Generational
Pool of Alumni
Leaders
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
Board leader
Committee chair
Project manager
Board officer
Executive committee
Multi-Generational
Pool of Alumni
Leaders
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
Post board engagement
Advisor
Network
Ambassador
Planned gift “matures”
Multi-Generational
Pool of Alumni
Leaders
Laura M. Grisolano [email protected]
Succession Planning Challenge:Throughout the Alumni Lifecycle, Identify Opportunities to
MotivateRecruit
Engage Train
Evaluate
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
• Succession planning must be managed
– Create a team plan to maximize engagement opportunities and support institutional goals
• Staff & alumni association leadership
• Integrate with strategic plan
• Locate responsibility for leadership pipeline – Nominating committee?
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
• Role of nominating committee
– Manager of succession planning
– 5-year plan – look ahead
– Maintain lists of targets, potential board members
– Attention to age, geography, skill sets
– Chair: President-elect? Vice President? Staff?
– Responsible for:• Cultivating candidates• Board leadership development• Evaluation
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
Opportunities to develop alumni leaders:
• Students & young alumni– Ex officio student members on board– Automatic transition from student leadership positions– Invitations to student leaders to attend meetings– Include students on board committees
– Young alumni committees• Low cost, short term, fun, class-oriented, big perks
– Pair young alumni with more senior project managers
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
Opportunities to develop alumni leaders:
• Projects– Create visible roles that take advantage of individual
skills and interests:• Run publicity campaign for event• Organize faculty participation in program• Write e-newsletter entry• International alumni liaison• Alumni athletes liaison• Ad hoc committee for anniversary of “x”• Reunion committee
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
Opportunities to develop alumni leaders:
• Projects (cont.)
– Create opportunity to “coordinate _____”
– Empower alumni to solve problems and fill gaps• Once they do, they’ll be hooked• If they do a good job, they go on the list of
potential board members
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
Opportunities to develop alumni leaders:
• Chapters
– Same succession planning principles apply locally
– Use projects to engage and train volunteers
– Note superstars and those eager for more responsibility
– Past chapter leaders can be excellent board members
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
• Expanding your roster of potential board members
– Process is designed to identify and nurture alumni volunteer leaders
– These efforts will produce a pool of potential candidates for your board member selection process
– Tracked by nominating committee
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
• Continuing leadership development – Succession planning doesn’t end w/ board membership
– A deep bench of board leaders is important, too
– Same process continues within board:
• Board committees
• Leadership roles– Spotlight on national calls– Presentations to board/school administrators– Invitations to trustee committee meetings
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
MotivateRecruit
Engage Train
Evaluate
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
• Recruit
– Publicize volunteer leadership opportunities
• Magazine
• E-newsletter
• Introductory remarks at events
• Advertise perks, too!!
Laura M. Grisolano [email protected]
Succession Planning:Building An Alumni Leadership Pipeline
• Recruit
– Use existing communication vehicles to identify
potential volunteers:
• Ballot
• Surveys (“Would you like to volunteer?”)
• Invitations
• Event sign-in sheets
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
• Engage
– Personal contact to lock in participation:
• Introductions
• Welcome
• Confirmation
• Emailed or mailed materials
– Don’t let them hang or get lost!!
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
• Train
– Once engaged, make sure volunteers have training
they need, including:
• Software
• Past practices
• Protocols
• Introductions to key players
• Clear metrics and expectations
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
• Motivate
– Communication
– Insider information
– Personal stories
– Perks and incentives
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
• Motivate
– Perks and incentives
• Special invitations
• Access
• Public recognition
• Awards:
Volunteer of the Year, Chapter of the Year, etc.
• Community
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
• Motivate
– Perks and incentives
• Leadership development/Resume building
• Goodies
• Appreciation
THANK YOU! THANK YOU! THANK YOU!
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
• Evaluate
– Outcome
– Metrics
– Skills, characteristics, resources
– Commitment
– Appropriate next steps
Recruit
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
MotivateRecruit
Engage Train
Evaluate
Laura M. Grisolano [email protected]
Succession Planning:Building an Alumni Leadership Pipeline
StudentsEx officio members
Special invites
New AlumniPartner up
Short term, Big perks
Networking
Access
Alumni Leaders
Volunteer
Project Volunteer
Project Leader
Candidate for Board
Board Leader
Board Officer
Post-Board Engagement
MotivateRecruit
Engage Train
Evaluate
Laura M. Grisolano [email protected]