Working with Non-Performing Board Members - SHRM：非执行董事会成员-战略性人力资源管理工作.pptVIP

* * * * * * * * * * * * * * * * * * * * * * * * * ?SHRM 2008 Phyllis Shurn-Hannah, Northeast Region Field Services Director ? SHRM ? March 31, 2010 The 10 Step Succession Plan for Chapter Leaders “Americans — perhaps exhausted from days in their do-more-with-less workplaces, working multiple jobs or afraid to get out in the larger community, or perhaps simply preferring to collapse in front of the television — just are not joining and volunteering as much as they once did.” Diane Stafford, Workplace Columnist Kansas City Star What is Succession Planning? Succession Planning is the use of a planned course of measure to ensure that volunteers are developed to successfully replace current volunteer leaders whenever needed to carry out the mission, vision and goals of the Chapter. Expectations of a Volunteer Complete understanding of the position – time required, required tasks To feel welcomed Good training Opportunity to do interesting work To be appreciated To be communicated with To know they are helping to make the world a better place To be socially connected To learn something new Volunteer Life Cycle Critical Questions To Ask The Board How would you handle the progression of your strategic objectives if a key position suddenly became vacant? Do you select people to the board based on likeability and need to fill a slot vs. tactical and long-term planning? Do you know TODAY who will replace current leaders when their terms end? Do current volunteers feel they have benefited in a meaningful way as a result of their service? Why Have A Succession Plan? Identify critical volunteer leader positions in the chapter Identify replacements for future vacancies in positions (due to term end or the unexpected) Identify individuals who could potentially fill those vacancies Ensure that the chapter’s current mission and vision will be carried forward by future leaders Ensure that next generation of leaders are prepared for t