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Surviving and Thriving during times of changeInstructor: Alene Valkanas
Session Three
Surviving and Thriving during times of changeInstructor: Alene Valkanas
Session Three
Essential Steps to Assure Smooth SuccessionEssential Steps to Assure Smooth Succession
This program is made possible with support from American Express
Foundation and the New York State Council on the Arts, a State Agency
NYS ARTS presents
ArtsForward Leadership Training Webinar & Blog Series
NYS ARTS presents
ArtsForward Leadership Training Webinar & Blog Series
Essential Steps to Assure Smooth Succession
Remember:
The organization belongs to the board
Theirs is the Sacred Trust
The board remains after the executive director
leaves
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Create a Board Search Committee and give it a charge!
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Responsibilities of a board search committee•Determine timeline•Develop job description•Engage full board•Hire search agents•Hire interim executive director•Regularly report to board•Recruit candidates•Screen/Select•Present finalist/s to the Board
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Update the job description
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Consider an Interim Executive Director
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It’s your first day on the job What do you do?1. Take a tour of the facility2. Meet individually with staff and ask “big picture” questions3. One-on-one meetings with key board members4. Schedule organization’s events on calendar5. Review hard copy files6. Review computer desktop files7. Fill our necessary paper work on appointment8. Review rolodex or contacts database9. Make a list of questions and who to ask10. LISTEN
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Use of outside assistanceShould you use a consultant?What can a search firm do?
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Help articulate key competencies and profile of ideal candidate
Work with committee in preparing job description
Post job offering on Internet and print sites
Receive and acknowledge all applications
Filter the applications
Conduct preliminary interviews
Provide written assessments of leading candidates
Support committee in making final selections
Check references
Conduct contract negotiations
Inform other candidates that position is filled
Communication Plan
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Conducting the Search
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Recruitment
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Screening
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Selection and Negotiation
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Role of the staff
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The Transition – Honoring Outgoing Leader
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•Public announcement
•Special events
•Opportunity to say good-by
Orienting New Leader
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•Introduction to board and key stakeholders
•Introduction to community
•Carefully planned meetings
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Nuts & Bolts Departure Planning continued…
7. Identify the agency’s broad strategic directions in next 3 to 5 years
8. Solidify the management team in light of the agency vulnerabilities and skills
9. Build the board’s leadership abilities10. Back up key executive relationships11. Put finances in order12. Build financial reserves13. Agree on the parameters of ED’s emeritus role if one is set14. Set the executive search strategy. Decide whether or not to use
an executive recruiter.
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Founder TransitionIdeal notice and timetableImpact of founder on branding and fundraising“Who are we and what do we wish to preserve?”Search processImportance of stabilityCommunication PlanAvoid comparisonsOverlap with successorRitualsMaintain history
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“To make an ending is to make a To make an ending is to make a beginning. The end is where we beginning. The end is where we
start from.”start from.” - T.S. Eliot- T.S. Eliot
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