Inconceivable, indispensable, irreplaceable
How do you succeed at succession?
In 2022 I began an impromptu, mid-life year off. I’d had an accident and needed to recover; it was a year before I returned to work. Some time, I may tell you all more about this chapter, but for now I want to focus on the fallout at work. Colleagues were naturally extremely concerned, but my work, projects and clients were picked up and continued really well (helped by my wonderful working notes!). My absence was felt very strongly but absorbed by a well-run team.
Every organisation, including a charity, should have a governance system which relies on everyone but is critical in relation to no one. Nobody is indispensable or should serve forever, yet charities can sometimes fall into this through loyalty to individuals, difficulties with recruitment, slack planning or simple inertia.
How do you solve the Rubik’s Cube of succession? Well, you need to start with what you’ve got. Who is currently on your board, how long have they served, what skills or experience do they have and thus what gaps are there? Once you’ve decided on your wish list, consider how you could recruit. Through supporters? Connected charities? A specialist recruiter? Networks? Oh yes, or perhaps ‘who you know’ (!)
All the best with your succession planning, and do say if I can help – via the contact page.
