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Leadership Succession Session3
1. 1
Surviving and Thriving during times of change
Instructor: Alene Valkanas
Session Three
Essential Steps to Assure Smooth Succession
NYS ARTS presents
ArtsForward Leadership Training
Webinar & Blog Series
This program is made possible with
support from American Express
Foundation and the New York State
Council on the Arts, a State Agency
2. 2
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
4. 4
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
7. 7
It’s your first day on the job What do you
do?
1. Take a tour of the facility
2. Meet individually with staff and ask “big picture” questions
3. One-on-one meetings with key board members
4. Schedule organization’s events on calendar
5. Review hard copy files
6. Review computer desktop files
7. Fill our necessary paper work on appointment
8. Review rolodex or contacts database
9. Make a list of questions and who to ask
10. LISTEN
8. 8
Use of outside assistance
Should you use a consultant?
What can a search firm do?
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
18. 18
Nuts & Bolts Departure Planning
continued…
1. Identify the agency’s broad strategic directions in next 3 to 5
years
2. Solidify the management team in light of the agency
vulnerabilities and skills
3. Build the board’s leadership abilities
4. Back up key executive relationships
5. Put finances in order
6. Build financial reserves
7. Agree on the parameters of ED’s emeritus role if one is set
8. Set the executive search strategy. Decide whether or not to use
an executive recruiter.
19. 19
Founder Transition
Ideal notice and timetable
Impact of founder on branding and fundraising
“Who are we and what do we wish to preserve?”
Search process
Importance of stability
Communication Plan
Avoid comparisons
Overlap with successor
Rituals
Maintain history
20. 20
“To make an ending is to make a
beginning. The end is where we
start from.”
- T.S. Eliot