martin jeppeson, csp, arm diana stegall, csp, arm succession planning (the mysterious disappearing...
TRANSCRIPT
Martin Jeppeson, CSP, ARM Diana Stegall, CSP, ARM
Succession Planning
(The Mysterious Disappearing Officer and Other Challenges)
Understand the importance of succession planning Understand why people volunteer Identifying your next chapter leaders Asking for involvement Develop a (logical) sequence of people or things coming
one after the other in time
Objectives
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Succession planning:
Applies to people and positions
Applies to activities
Applies to processes
Ideas/idea generation
Succession Planning
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Succession planning:
Though focused on the people aspect of what we do, is not limited to that and other chapter dynamics should be considered
Note the word “success” is within succession
Succession Planning
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“What do we want to perpetuate?”Positions being filled?Successful activities?Qualities of our best and brightest?What we offer our constituents?The processes that lead to good
decisions and activities?
Succession Planning
Identifies potential future chapter leaders Allows time to evaluate their commitment and skills Improves engagement of members
Why Is Succession Planning Important?
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Why do we need to give full attention to succession planning?
Chapter perpetuation
Create an organic, self-sustaining organization – nurturing and fulfilling
We owe it to our members
Create a meaningful pipeline of…
Succession Planning
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Why do we need to give full attention to succession planning?
Reduce uncertainty in our organizations
Develop volunteer successes and “small wins”, as a tool to ________________
Limit volunteer slippage and burn-out
Succession Planning
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Why do we need to give full attention to succession planning? To recognize hurdles and complexities of:
GeographyDistanceOrganizational supportEconomy and EconomicsShifting personal prioritiesPsycho-social realm of existing officers
Succession Planning
Why Do Members Volunteer?
I knew the opportunity was meaningful – made a difference in people’s live
I knew I had the skills to do a good job The location was easily accessible to me I was interested in volunteering (i.e. not interested at
all) I did not lose income as a result
I Would Volunteer if…
I could be given short term assignments I have more info about opportunities available to me The volunteer organization would train me to do the
work My employer supported my participation as a
volunteer I knew it would make a difference in my profession or
my work I was actually asked to volunteer
I Would Volunteer If…
I knew someone else who also worked or volunteered there
I could volunteer electronically or virtually I was recognized and appreciated for my work as a
volunteer I was not disappointed with volunteering in the past The organization that needed help was one that had,
in the past, helped me or someone I loved I was reimbursed for expenses such as meals or gas
allowance.
I Would Volunteer If…
Provide the meaning ASK An element of a positive process, not one that is panic
driven Always have someone in the wings, a “second seater” Succession planning never ends 4 P’s: people, policies, processes, practices - - - not
“personalities”
Bottom Line
We are dedicated to protecting people, property, and the environment.
We reach out globally, providing opportunities to collaborate with and engage anyone involved in safety, health, and the environment (SH&E).
ASSE’s Values – Service to Humanity
We believe a safe and healthy place to work is a fundamental right.
We believe that sound SH&E practices are both socially responsible and good business.
We value employers' commitment to sound SH&E practices.
We are committed to advancing the profession through innovation, thought leadership, and objective, unbiased, science-based approaches to SH&E practices.
ASSE’s Values – Value of the Profession
PersonalPersonal DevelopmentManaging and influencing othersMake connections with others in your industry - greater
network for job/career opportunitiesBe involved with projects that are important to you –
whether education, working with legislators, deciding direction of the chapter
Help shape the discourse of the profession
Impact of Being a Leader within ASSE
ChapterProvide different perspectiveAllow additional services to be offered to membersShow others in your industry that the chapter/ASSE is
relevant for themAssist others who are giving back
Impact of Being a Leader within ASSE
Identifying Potential Leaders
Within two years of becoming a member – 38% Between 2-5 years of becoming a member – 21% Member more than 5 years – 40.6%
Who to ASK
New members Regular meeting attendees Someone who was involved in the past but had to back
off due to job/personal change Others in your industry Someone who can define what success in a Chapter will
look like (and it may differ from your viewpoint)
Who to ASK
Know their interests/abilities/and/or skills they are hoping to develop
Know their time limitations Don’t limit yourself to those who come to chapter
meetings
Get to Know Your Members
Asking for Involvement
Announcements Personal Invitation Personal conversation
How to ASK
Specific tasks with a specific time frame specific expectations that has an impact that builds confidence that they do have time to get
more involved Follow-up with Thanks and Feedback
How to ASK
Where to Get People Involved
Toe Wetting Opportunities
Meet and Greet Membership Calling
Tree Article for newsletter Moderator at chapter
PDC Staff Registration
booth at chapter outing
Call organizations to be sponsors
Look for optional facilities for meetings
Speak at chapter meeting
Photographer at chapter functions
Standing Committees Executive Committee Nominations and
Elections Committee By-Laws Committee Programs Committee Communication PDC Social Public Relations Hospitality
Newsletter Membership Website Foundation Honors and Awards Governmental Affairs Strategic Planning Audit Other?
It’s the experience Ask for feedback Respect time commitments The quality of the process = the quality of the candidate Have FUN!
What Next?
Succession planning Keep in mind why people volunteer Ask Provide a positive experience
Review
Beginning of Chapter Year Appointment of
committees
Coaching/mentoring of committee members leading to positive
Volunteer Experience
Nominations and Elections Committee talks to prospective board members who have demonstrated
successes and commitment
N/E provides prospective board
members with specific responsibilities and
requirements of position(s)
Volunteer commits to responsibilities if
elected
Those elected commit to uphold responsibilities
at installation
Prior officers mentor new officers
Throughout Year: New member joins – through initial contact/needs assessment
expectation to volunteer is
created/information on different opportunities
is provided
Beginning of Chapter Year – appointment of committees
Coaching and Mentoring of committee members – positive Volunteer Experience
Volunteers commit to
responsibilities if elected or appointed
Those Elected
commit to uphold
responsibilities during
officer installation
N/E provides prospective
board members with specific
responsibilities and
requirements of position
Nominations and Elections Committtee
talks to prospective
board members who have
demonstrated successes and commitment
Prior Officers mentor new officers
Throughout Year: New member joins
– through initial contact/needs assessment
expectation to volunteer is
created/information on different
opportunities is provided
Questions?