September 8 2018 Scott Beck Expected Takeaways Learn a little about me A quick example of a real life Officer Transition Succession and Talent Management Leverage your Advisor and Importance of Communication ID: 786144
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Slide1
Officer Transitions
Student Organization AcademySeptember 8, 2018Scott Beck
Slide2Expected Takeaways
Learn a little about me,A quick example of a real life “Officer Transition”,
Succession and Talent Management,
Leverage your Advisor, and
Importance of Communication
Slide3Welcome
Who am I?Quick Background
Officer Transitions
The House of Windsor
Succession Planning
Talent Assessment
The Timetable
Leverage your Club Advisor
Slide4So, who am I?
I’m from the ‘nati – and I’m a West Sider too!
And I’m British!
Slide5Let’s Carry On …
Officer Transitions
Slide6Q. How did HRH Elizabeth II become Queen of the United Kingdom?
Slide7It’s complicated … and scandalous
Edward VIII
Wallis Simpson
I Resign … for Love!!!
Slide8The House of Windsor has a plan for these difficulties … and they’re inevitable
George VI
Cigarettes -> Lung Cancer
Queen since 1952
(Coronation: 1953)
Slide9And there’s a plan for when Elizabeth II leaves the throne
HRH Elizabeth II
Prince Charles, Duke of Windsor,
Future King of England and the UK
Prince William, Duke of Cambridge,
Future King of England and the UK
Slide10Succession Planning,
Planning for Officer Transition
Slide11Succession planning is a process for identifying
and
developing
new leaders who can replace old
leaders
when
they leave, retire or die. Succession
planning
increases
the availability of experienced and capable
employees
that are prepared to assume these roles as
they
become available.
What is
Succession Planning?
Slide12Succession planning is a process for identifying
and
developing
new leaders who can replace old
leaders
when
they
graduate, resign
or
are removed.
Succession
Planning increases
the availability of
capable students
that
are
prepared
to assume these roles as
they
become
available.
Transitioning Officers in our Clubs
leverages Succession Planning
Slide13How does Business use Succession Planning?
High Performance
Low
Potential
High Performance
Medium Potential
High Performance High Potential
Medium
Performance
Low Potential
Medium Performance
Medium PotentialMedium Performance
High Potential
Low Performance Low PotentialLow Performance Medium
Potential
Low Performance High Potential
Performance
Potential
for future success in more senior role
Slide14OFFICER
TRANSITIONS
@Xavier
Slide15Things to Consider
This is an ongoing process, not a one-time event!Good record keeping is essential.
Review Mission Statement and Purpose with the Club.
Ensure role clarity – formalize with a Position Description with Responsibilities
Encourage current Officers and replace those that don’t perform or aren’t really interested.
Use committees as talent pools to identify talent and assess potential.
Provide detailed analysis of all financial records and reporting requirements.
What are the due dates?
Who are the stakeholders?
Set aside an entire semester for transition.
Make time for shadowing current Officers.
Slide16Utilize Your Advisor
It’s YOUR Club! But we’re all Accountable. We’re here to help!
Slide17Questions?
Slide18