SUCCESSION PLANNING

Whether a transition occurs due to an unexpected vacancy or the anticipated changeover of a long-tenured leader, having an intentional and thoughtful plan in place is imperative to continued success. We can assist in creating a leadership profile to meet current challenges and address future opportunities.

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Planning for succession of leadership: Intentionally identifying the characteristics and attributes of the leader who will take the organization into its best future.​

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JDA will: 

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• Prepare for the succession process

  • Meet with the board of directors to understand the organization, its purpose, vision, challenges, and opportunities, as well as the requirements and expectations for an effective chief executive.

  • Evaluation of organization's core values and their current/future relevance.

  • SWOT Analysis: Strengths, Weaknesses, Opportunities, and Threats.

• Identify trigger points for successor search and define successor qualifications. 

  • Articulate future goals and priorities as well as methods for measuring success.

  • Assessment of organizational design and functioning structures.

  • Identification of necessary changes to foster vibrancy and relevance. 

  • Evaluate opportunities to recast vision and ensure future viability.

  • ​Evaluate the current relationship between the Board and chief executive.

  • Define what will constitute an ideal experiential, relational, and cultural "fit" for the organization.

• Compile preparation process with qualitative and quantitative definitions, for Board discussion and approval, to be implemented at the appropriate time. ​

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JDA's succession planning consultation can be followed by an executive search to locate the right fit leader. 

•  Implementing leadership succession.

  • Prepare for actual transition and define transition period.

  • Financial considerations for outgoing leader and future hire.​​

  • Develop Opportunity Profile for the executive opening.

  • Conduct search for qualified leader based on defined criteria. 

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Once candidate is hired and in place, manage the transition and set new leader up for success. 

• Announcement of transition and succession – focus on vision and continuity. 

• Celebration of outgoing leader's service and legacy. 

• Support the new leader with regular check-ins and foster board cooperation.