Succession PlanningBy

Samina Fazil,President

Islamabad Women Chamber of Commerce & Industry

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Succession Planning

Succession planning in Chamber is a process for identifying and developing members with the potential to fill key leadership positions in the Chamber. Succession planning increases the availability of experienced and capable members, that are prepared to assume these roles as they become available for holding Executive positions in Chamber.

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Succession planning In chamber ensures that executive members are chose and developed to fill each key role within the chamber. Through our succession planning process, we chose superior members, develop their knowledge, skills, and abilities, and prepare them for advancement or promotion into ever more challenging roles like President or Vice President.

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Succession PlanningProcess

Succession planning is a systematic approach to: • Building a leadership/talent pool (Executive

members) to ensure leadership continuity • Developing potential successors in ways that

best fit their strengths • Identifying the best members for the Standing

Committees.

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What are the Qualities ofSuccessors in Chambers?

• They are aware of Chambers Vision, Mission and objectives

• They have the leadership quality in them• They are committed and dedicated towards

chamber goal and aims to carry it forward.• Other Ex. committee members and chamber staff

are encouraged and motivated by them.• They should do capacity building of other

members.

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Leadership Qualities

• They know the Mission, Vision, Goal of the organization

• They possess strong communication and interpersonal skills

• They have can do, get it done attitude• They are inspirational and ambitious• They take forward a strong team.

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6Steps Succession

Planning

Link Strategic andWorkforce

Planning Decisions

Monitor and Evaluate Analyze Gaps

Develop SuccessionStrategies

Implement Succession Strategies

Identify Talent Pools

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Step 1: Link Strategic andWorkforce Planning Decisions

This step involves: • Identifying the long-term vision and direction of

members• Analyzing future requirements for services for

members• Using data already collected (Membership

enhancement)• Connecting succession planning to the values of the

organization • Connecting succession planning to the needs and

interests of senior leaders.

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Step 2: Analyze Gaps

This step involves:• Identifying major activities for long term planning of

the chamber• Identifying members issues (Export related quires, Tax related information's, Product Marketing)• Developing a chamber plan based on long-term plans

of activities for members (Workshops, Product Launches, Trainings, Exhibitions

etc)

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Step 3: Identify Talent Pools

This step involves: • Using pools of members vs. development of positions

(Formation of Standing Committees)• Assessing competency and skill levels of current

workforce• Feedback through Feed back and Need Analysis

forms• Analyzing external sources of talent.

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Step 4: Develop SuccessionStrategies

Identifying development/learning strategies: • Planned job assignments for Executive

Members• Coaching and mentoring like in past Trainings

from CIPE for Executive Members, Secretary General, Deputy Secretary

• Assessment and feedback forms

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Step 5: Implement Succession Strategies

This step involves: • Implementing development/learning strategies

(For Example: Planned job assignments for executive members, formal development for members)

• Communication Planning (Interaction and Building linkages with different Banks, Ngo’s etc)

• Determining and applying measures of success (Progress in strategic goals, activities etc)

• Implementing strategies for maintaining senior level commitment. (President, Vice President and Executive Committee)For example executive members should fulfill duties assigned to them, President, Vice President must fulfill their key duties.

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Step 6: Monitor and Evaluate

This step involves: (When we monitor the performance of Executive Committee Members we choose the President , Vice President out of them)

• Tracking selections from talent pools that is Executive Committee

• Listening to leader (President ) feedback on success of executive committee members

• Analyzing satisfaction surveys from other executive members.

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“Succession planning isn't an event, it is a process that is best managed over three, five, even 10 years,' because it involves building a

pipeline of talent”(Joseph Bower)

Thank You