Welcome to LeadingAge Kansas’ first issue of our new quarterly publication, For Your Board. Each quarter we will focus on a specific governance topic to help you, your leadership team and your board in planning, strategic thinking and execution as you seek to sustain and amplify your mission.
Remember, exceptional governance does not happen by accident. If we want staff and volunteer leadership partnerships that add value to our organizations, we must intentionally focus on our governance practices – constantly refining and evolving.
Please let us know how you use this publication, what other topics you would like to see us focus on, and how we can best serve you and your board.
Why Embark Upon Succession Planning?
Below you will find resources from LeadingAge National members around the country to help you start the conversation and make the case for intentional succession planning of leadership positions. Exceptional organizations plan for not only CEO turnover, but also other leadership team members. Over the next 5-10 years, we will see as much as 50% of our CEOs turnover – are you ready?
Succession Plans aren’t just about planned turnover however; they are also about emergency preparedness – we’ve all heard the “if I was hit by a bus tomorrow…” comment.
Below you will find some resources from a few of our Elite Partners and members to help you start the conversation and make the case for intentional succession planning of leadership positions. We’ve also included templates and documents so you don’t have to start from scratch.
Thank you to Walker Healthcare Group, CliftonLarsonAllen and BB&T Capital Markets and members Goodwin House and Westminster Canterbury of the Blue Ridge as well as other anonymous contributors for these resources.
Starting the Conversation
- Why Tackle Succession Planning – A Q&A with Goodwin House CEO, Kathy Anderson, and Fran Casey, Corporate Director of Human Resources
- Why Providers Must Have Succession Plans – By Deborah Wood, R.N. for LeadingAge Magazine
- Succession Planning and Incentive Compensation – by CliftonLarsonAllen
- Leadership Lessons from the Battle of Gettysburg – by John Franklin, BB&T Capital Markets
- Succession Planning – A Ziegler CFO Hotline Report July 2015
- One CEO’s Perspective – Thoughts from a member CEO
- The Board’s Role in Preparing for and Ensuring Successful CEO Transition – from Goodwin House
- How to Succeed at Succession Planning – By Lois A. Bowers for McKnight’s Senior Living
Tools & Templates
- Succession Planning: Establishing a Long-Term Talent Strategy in Senior Living – By LCS
- Succession Planning and Practice: An Essential Component of Success – By Walker Healthcare CPAs
- Leadership Contingency Plan for the President & CEO – From Westminster Canterbury of the Blue Ridge
- Succession Plan for Entire Organization – From Goodwin House
- Workforce Planning Tool – From Goodwin House
- CEO Succession Plan – From a LeadingAge member
- Executive Transition Plan – From LeadingAge Indiana
- A Strategic Approach to Leadership Transitions – By Patrick Sanaghan, Nancy Aronson and Jane Mack, Friends Services for the Aging
“In adaptive organizations, the elephants in the room are named: responsibility for the organization’s future is shared, independent judgment is expected, leadership capacity is developed, and reflection and continuous learning are institutionalized.” – Heifetz, Grashow and Linsky 2009
Download and print this edition for your Board of Directors.
For more information, or to have Debra Zehr talk to your Board about trends in aging services, governance or the current state of our field, please contact Debra at 1.800.264.5242 or debra@leadingagekansas.org
