Why Succession Planning is not Happening in Your Organisation
Succession planning is an important aspect of any organisation or club's long-term sustainability. However, it is a topic that many people struggle with, particularly in grassroots clubs. It is not uncommon for organisation leaders to get to the end of their term and find themselves without anyone to take over from them. Why is this the case and what can be done to address the issue?
One of the most significant challenges when it comes to succession planning is finding people who are willing to step up and take on leadership roles. Many individuals join committees because they have a passion for their sport or activity, but they may not have considered the importance of planning for the future. As a result, when it comes time to pass the torch, there may not be anyone willing or able to take on the responsibility.
Another challenge is that people may become so invested in their roles that they believe nobody else can do the job as well as they can. This can make it challenging for new leaders to come in and take over. Additionally, new leaders may not have the same level of expertise or experience as their predecessors, which can make it challenging for them to step into the role smoothly and leads to a loss of corporate knowledge. When a leader leaves, they may take with them years of experience and insights that are not easily replaceable. This can leave new leaders struggling to pick up where their predecessors left off and it can create a gap in the organisation's knowledge and expertise.
It is also worth noting that many community organisations, including grassroots clubs, are required to comply with a range of regulations and paperwork. This can make it challenging for volunteers to find the time and energy to focus on succession planning and other strategic initiatives. As a result, it can be easy to overlook the importance of planning for the future, particularly when there are so many immediate needs that must be addressed.
What can be done to address these challenges? One approach is to prioritise succession planning and make it a regular part of the organisation's strategic planning process. This means identifying potential leaders early on and investing in their development so that they are prepared to step up when the time comes. It also means creating clear processes and procedures for passing the torch and ensuring that there is continuity between leadership teams.
Another approach is to focus on knowledge transfer and creating opportunities for new leaders to learn from their predecessors. This can involve creating formal mentorship programs, documenting important information and processes and facilitating knowledge-sharing sessions between outgoing and incoming leaders.
Finally, recognise that succession planning is not a one-time event but an ongoing process. As leaders come and go, the organisation must continue to prioritise planning for the future to ensure its long-term sustainability.
Succession planning is a complex and challenging topic for many organisations, including grassroots clubs. However, by prioritising this critical aspect of strategic planning and investing in the development of new leaders, it is possible to create a smooth transition between leadership teams and ensure the long-term sustainability of the organisation. By recognising the challenges and taking proactive steps to address them, clubs and societies can create a brighter future for themselves and their members.
Know of an organisation that needs assistance with succession planning? Get in touch today with CPR Group consultants, the industry experts in planning for Australian clubs and organisations for over 26 years.
Call 1800 100 204 or email info@cprgroup.com.au
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