1

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

2

Create a Board Search Committee and give it a charge!

3

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

4

Update the job description

5

Consider an Interim Executive Director

6

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

7

Use of outside assistanceShould you use a consultant?What can a search firm do?

8

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

9

Conducting the Search

10

Recruitment

11

Screening

12

Selection and Negotiation

13

Role of the staff

14

The Transition – Honoring Outgoing Leader

15

•Public announcement

•Special events

•Opportunity to say good-by

Orienting New Leader

16

•Introduction to board and key stakeholders

•Introduction to community

•Carefully planned meetings

17

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.

18

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

19

“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

20