Succession Planning: Identifying and Developing Future Committee Leaders

Some committee boards have what it takes to consistently perform at the highest level, and one of the most common qualities of high performing boards is a strong succession plan.

Identifying New Leaders

Committees have found success identifying strong leaders using a variety of sources:

  1. The Small Law Department recruits members during its Annual Hob Nob event that occurs the afternoon before the meeting kicks off. Many other committees rely on committee business lunches during the Annual Meeting to find qualified candidates for leadership. Additionally, it has been helpful to chat with excellent Annual Meeting speakers to see if they might be interested in getting more involved.
  2. Build strong subcommittees.
  3. It’s helpful to engage members in subcommittees or micro-volunteer projects first to see how they perform.
  4. Ask members to volunteer.
  5. Use the results of your annual survey to identify members who have an interest in dedicating additional time to committee work. Many leaders commented that they participated because they were simply asked to volunteer.
  6. Look at the committee structure.
  7. How is the committee currently structured (are there subcommittees or are a few people handling all of the work)?
  8. Is the current structure working or should co-chairs/subcommittee members be recruited? Establish a process that allows subcommittee members to move up through the ranks?
  9. Identify what type of expertise you want your future executive leaders to possess? Subcommittee leaders that manage webcasts, programs, and publications tend to move up to Secretary, Vice-Chair, and Chair. These individuals are well-versed in the committee’s resource production and operations.
  10. Should there be two subcommittee leaders for programs or other key leadership positions?
  11. Connect with counterparts currently in the positions of interest on other committees to get their perspectives.

Onboarding New Board Members

After you find someone who agrees to help in some capacity, you should educate your potential leaders on the roles and expectations.

  1. Provide new leaders with an overview and encourage them toreview the committee charter, strategic plan (if available), and website of your committee:
  2. Take notes on questions you have, updates you would make, and ideas you have in mind.
  3. Encourage new leaders to attend a leadership meeting to discuss these items and possibly put initiatives around them.
  4. Review the ACC Leadership Manual to learn more about the position:

2. Review the job descriptions for all vacant positions. Are job descriptions up-to-date? If one doesn’t exist, create one. Job description templates are available online and provide realistic time commitments, deadlines, and job responsibilities.

3. Train leaders appropriately. Some committees encourage outgoing leaders to create a document that outlines how they accomplished the various projects associated with the role as well as estimate the approximate number of hours spent each month.

4. Encourage new leaders to review responsibilities for the upcoming year.

  1. Look at your sponsor’s committee sponsor agreement; what are they required to provide?
  2. Attend the CoC Annual Meeting as well as review the CoCeGroups and ACC webpage to determine what other responsibilities and deadlines are required (e.g. Annual Meeting programs).

Building a Pipeline of Dynamic Leaders is Everyone’s Responsibility.

  1. Be flexible and supportive when members have ideas regarding new committees. The IT, Privacy & eCommerce Committee makes it easy to develop subcommittees by providing the support and encouragement new members need to get started.
  2. Require each subcommittee leader to identify an active member that would be interested in their position.
  3. Host micro-networking luncheons with the specific purpose of recruiting interested members.
  4. Survey the membership soliciting interested members for positions based on their interest.
  5. Review the e-Groups for frequent contributors. Participants may be open to taking on small leadership roles or micro-volunteer projects.

Authors:

Mary Delahunty, Chair, Small Law Department Committee

Kerry Childe, Chair, IT, Privacy & eCommerce Committee

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