1. Reflect on your organisation’s current approach to leadership development and succession planning. Is there a succession plan in place to ensure the organisation stays on mission over the long term? If not, what are some potential risks or consequences of neglecting succession planning?
No succession planning or leadership development focus is in place. The risk is that during an unforeseen and forced leadership change the mission might be at risk.
2. Consider your own role within your organisation. How can you be proactive in preparing for a future transition or passing on the baton to a future leader who takes over from you? What steps can you take to ensure that the know-what, know-how and know-who are effectively passed on, and the passion for the mission is sustained after you leave?
I need to give this a priority, by now already starting to identify future successors, and bringing them closer to the organisation though our committees as co-opted members.