Step 2: Develop Thorough & Empowering Avenues of Communication

Succession planning is creating a leadership development plan and organization stability. As the organization begins developing this leadership pipeline, it is important to create an opportunity for all staff and leadership volunteers to provide input. Additionally, reach out to potential new leaders to incorporate diverse ideas and insight. Robust communication and thoughtful engagement opportunities encourage dialogue and feedback without anxiety and ambiguity. 

While tackling a tough problem it is natural to channel as much energy as you can into solving and completing the task. But the organization’s new leadership plan is a long-term undertaking, that is never completed. It will reach out and provide new opportunities to identify potential new leaders and create new spaces for current leaders to grow. Beginning this plan requires a comprehensive communication process with adequate time to engage while being mindful of competing deadlines. Leaders should weigh the necessity to stay on track with the need to empower and provide opportunity for all to contribute. Too much dialogue slows down the process, while not enough leaves important feedback concealed and potential leaders discouraged. 

Likely the organization isn’t developing its communication plan from scratch. It already has avenues of communication it can build on. These processes will be used at the beginning to build the succession committee, throughout the planning process to solicit ideas and provide updates, and at the end to engage staff and volunteers around the new plan. Leaders should evaluate and strengthen these methods before starting the succession planning process. 

Resilient avenues of communication reach the entire organization including governing board, leadership volunteers, department management staff, and front-line staff at all locations. Leaders can't assume communications methods work because they have the information they need or the organization is small. Explore new tools and opportunities that may be more appropriate for the needs of the organization. Are staff working from home or located in more than one location requiring the need for virtual opportunities? Think big and build excitement connecting with potential new leaders looking for an opportunity to get involved. 

Next step: begin building a board leadership succession plan.