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Succession Plan for Executive Director - Case Study Example

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This paper "Succession Plan for Executive Director" discusses an emergency succession plan that is vital to help guide the board of directors to ensure that the necessary actions and tactics undertaken by the board are aligned with documented policies and procedures…
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Succession Plan for Executive Director
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Download file to see previous pages However, the loss fails to lessen the importance of an organization having a succession plan. In fact, the departure presents an opportunity for any organization to assess its current position in the non-profit industry in which it operates. The positioning is determined through activities such as a SWOT analysis (Sasser). A major undertaking like a SWOT review, including what Ibarra calls a gap analysis (Ibarra) of competencies, can reveal how well the CCC is doing, where its shortcomings exist, its opportunities lie and any threats it faces as it strives to continue to execute its functions in the midst of a sudden, or even planned, leadership change. Unfortunately, a cost associated with conducting a SWOT or gap analysis is required in terms of time, human resources and other tangible items including the possibility of hiring professional subject matter experts for the transition period, increased advertising and outreach programs to get the word out of a need for a new executive director. Planning is one method to identify and reduce these costs. Collaboration among stakeholders organization is another method to identify alternatives and to provide key input into the process. But most important is communication between not only the board and senior management but also between senior management and staff (including external stakeholders) that must be sustained throughout the whole process.

However, a CCC succession plan should also consist of short term plans and in the case of an immediate departure of the executive director, an emergency plan. The departure of a key staff member like the executive director can spawn discussion of a “brain drain” on the company (Ibarra). Ultimately a succession plan helps lead an organization generally, and the board of directors specifically, to conduct and implement a new executive search, ensuring that the new executive director hired is the right individual for the job and is chosen at the right time (Ibarra). ...Download file to see next pagesRead More
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