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This book discusses a board's role in the performance and success of their organization. It describes their duty to prepare for the departure, either expected or unexpected, of the chief executive. Key Terms: change management, governance, leadership transition, organizational management, planning, staff development, succession planning, transition, transition management
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This article provides practical guidance for CEO succession planning, with a particular focus on founders and executive directors of long tenure. Key Terms: governance, organizational management, planning, staff development, transition, transition management, succession planning
Pitfall:
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Failing to Document Employee Performance and Disciplinary Action
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Taking disciplinary action with an employee for performance or attitude is always a difficult requirement of every manager's job. Set a positive tone by utilizing coaching sheets to identify the issue(s) and creating a development plan that details the necessary steps toward improvement and accountability.
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Failing to Recognize the “Rain on the Roof” Disciplinary Problem
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When an employee's negative attitude necessitates disciplinary action on a variety of seemingly unrelated incidents, it is important to document and address the cumulative impact of the negative attitude and how it can affect the morale of your entire organization.
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This worksheet provides an example succession plan in the event of the death or sudden departure of a CEO. Key Terms: governance, organizational management, planning, staff development, succession planning
Pitfall:
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Not Planning for Your Succession
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Every leader should have a well-organized succession plan. More importantly, current leaders ought to train prospective leaders in preparation for the future.
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This course prepares users to demonstrate competent, passionate, accountable and ethical leadership within their organizations. The course involves good practice information combined with self reflection to result in a personalized approach to governance planning and implementation. Key Terms: board development, board management, CEO performance evaluation, governance, orientation, policies, retention, revitalization, roles and responsibilities, term limits
Preferred Practice:
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Set Ambitious and Specific Goals
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Goals that are set high are excellent motivators and they can always be modified if they are found to be set too high - or too low.
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Have A Board Member Contract
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New board members should sign this document spelling out expectations; continuing members should review the document annually.
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