Succession planning and loyaltyA recent discussion with a business owner, Sue Leclair of The Pretzel Place, about her staff got me interested in what lessons she shared could be applied to non-profits. While she’s relatively new to the business, Sue does have her eye on when she’d like to step away and have someone else run the day-to-day operations. With that in mind, she told her staff that she’d like to “train my replacement” and was pleasantly surprised at the number who were interested. Another observation she made was that almost all of her staff had returned from the previous year! That loyalty stems from her attitude that they are like “family” and should be treated with respect. She is taking that further and challenging them to choose, among themselves, who will be “Team Leader of the Day” in each of her concessions. She wants to give everyone a chance to test out that responsibility. So what can business teach non-profits? Often we see organizations struggle when a long-time executive director or board chair leaves and there is no plan for succession. Boards have a duty to “write themselves out of the picture” by advancing board members through the various positions up to President, then stepping off the board to allow new members and fresh perspective. Who in the organization might one day be interested in the top staff position? Consider sending your leader and future leaders to a Leadership Development module at the Banff Centre so they can explore this possibility. Bursaries are available! Do you have loyal and long-time staff members? Or is it a revolving door in and out of your organization? Do you invest in your staff training? Having activities such as “Team Leader of the Day” or similar things can breed good feelings about your workplace and don’t have to cost a lot. Recognition and encouragement also go a long way in keeping staff interested in working for you. Plan your succession and engender staff loyalty. You will reap the rewards. Laura Mikuska · |
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