NYS ARTS presents

ArtsForward Leadership Training Webinar & Blog Series

NYS ARTS presents

ArtsForward Leadership Training Webinar & Blog Series

Leadership & Succession In the ArtsInstructor: Alene Valkanas

Session Two

Leadership & Succession In the ArtsInstructor: Alene Valkanas

Session Two

Preparing for Change: A Transition GuidePreparing for Change: A Transition Guide

This program is made possible with support from American Express Foundation and the New York State Council on the Arts, a State Agency

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Preparing for Change:

A Transition Guide

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Why did the Illinois Arts Alliance undertake major research on succession?What we noticed - We’re getting older3 S’s -- Taboo subjects for discussion

SexSalarySuccession

A 2001 national conference – no comment on succession

Ungraceful public departures of nonprofit leaders

Volunteer boards avoid topic – fear of uncertainty

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We found a partner in The Chicago Community TrustLiterature search found no materials

designed for arts nonprofits and few for nonprofits

Thus began several years of research including surveys of executive directors and emerging leaders with University of Chicago, Center for Cultural Policy

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What did we learn?

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When do you begin succession planning?

Right Now!

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What should we do?Make succession a visible issueDeepen and broaden the pool of leadersAttract and retain more young people of

greater diversityProvide planning resources for board and

staff leaders

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Where can I find help?

Illinois Arts Alliance www.artsalliance.org Has publications on succession planning for arts

organizations including a handbook for interim executive directors

Compass Point www.compasspoint.orgProvides similar planning materials

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Your organization belongs to the Board – Theirs is a Sacred TrustRaising the question is the board’s

responsibilitySuccession planning should be part of

strategic planningUse the annual review as opportunity to

planInclude board development and transition

in discussionsCreate transition committee and identify

charge

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Laying the Foundation for TransitionCreate a culture of evaluationHave up-to-date job descriptionsMake management development a priorityPlan for a transfer of knowledgeMake a dry run

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The Primacy of Strategic Planning

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For the Executive Director

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Three Approaches to Succession Planning

STRATEGIC LEADERSHIP DEVELOPMENT

EMERGENCY SUCCESSION PLANNING

DEFINED DEPARTURE PLANNING

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Strategic Leadership DevelopmentDeveloping Leaders Within

Determine the leadership competencies necessary to fulfill mission

AssureJob descriptions and evaluations are currentProfessional development opportunities providedCoaching and mentoring available

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Emergency Succession PlanningClarify the executive director’s key

responsibilities for an:o Unplanned Absenceo Planned Absence

Get Emergency Succession Plan approvalMaintain important organizational

knowledgeHave a communication plan in place to

include board, staff and stakeholders: funders, civic leaders, major donors

Template: www.centerfornonprofitadvancement.org15

Check list for All Types of Emergency Succession Plans

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In Summary… A good organization is ever mindful of succession and…

Assesses the organization’s situation through strategic planning

and board development

Assesses ongoing and future leadership needs

Creates a culture of evaluation and

Strategically builds a “leaderful” organization

Develops contingency plans for unexpected leadership departures

Has an emergency succession plan in place

Consolidates all of the organization’s vital information

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Defined DepartureNuts & Bolts of Defined Departure Planning www.commpasspoint.org

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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 set

Nuts & Bolts Departure Planning continued…

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