1. Conduct interviews of qualified individuals.
2. Introduce the potential candidates to the Director of Chapter Development.
3. Have Director of Chapter Development assess the potential presidential candidates.
4. Consult with Director of Chapter Development about who the successful candidate is.
5. Inform selected candidate of their promotion (i.e. send acceptance letter).
6. Transition the selected job candidate into their new role.
Good succession planning means that you have done two things:
- Identified the right person to take over from you
- Equipped them to be able to take over successfully
In order to equip this person with everything needed to take over successfully, they must be clear on the following:
- How the organization operates
- The organization’s goals
- The processes that exist within the chapter
- The major decisions that have been made/taken in the past (and any past successes or failures)
- Strategic decisions that will need to be taken in the future
Within your SOS chapter, it will also be critical to pass along all important documents and information needed for the position. Transition reports, contact information, steps and processes, and all other critical content should be provided for the newly appointed team member. Keep in mind that after you have completed your term, you are expected to assist the new president (or VP) in their transitioning period (which lasts up until the completion of the first set of midterms).
Finding the Right Person to Fill Your Role
Your goal in succession planning is to choose and prepare someone to succeed you who can build on the good work you’ve done up to now. This new person will also bring new ideas and initiatives, and a fresh outlook to the job, and will probably start to change things once they are in place. You are essentially looking for someone who can grow your chapter and ideally to continually improving. To find the right person, you must first consider the future of your chapter and team:
- Is the organization likely to change?
- Does your prospective candidate have the right skills for the role as it is now and as it might evolve in the future?
- Will their responsibilities and duties be the same as they are now?
- Will the job description remain the same?
- Are there parts of your role that you would like to see done differently or better?
- How will they succeed in your role?
- How are they different?
In considering the candidates who can fulfil these criteria, also take into account the aspirations and needs of the person you would like to replace you. Is the role that you are proposing likely to fit with their ambitions and interests?
Once you have identified the type of person both you and the organization are looking for, you can start to prepare the individual in more detail:
- Do they need further training?
- Can their managerial skills be developed further?
- Can you expose them to more of their potential future role or ask them to cover areas on your behalf so they can actually do the job and discuss it with you later?
By considering all of the above well before the time you need to choose your successor, you give yourself the best chance of finding the right person for the role. At the end of the day, to make sure your legacy lives on, put it into the hands of an individual who can build on your success.
If you have any questions, please feel free to email firstname.lastname@example.org with your questions/comments/concerns.
Go to the HR Toolkit