to achieve our short and long term goals. It was also through this process that the skills needed by the next CEO were identified. The board members began to explore the idea that they were not looking to replace me with me, but were indeed looking for a different type of leader. Our internal communication centered on the theme of our organizational initiative, “Journey to Excellence.” All the projects we initiated were directly related to our journey. Board members attended the all-staff meetings to discuss their role in the journey and to answer questions from staff. By the time the full board and staff learned of my retirement, they had already been prepped for the various changes necessary and were acquainted with the notion that a new type of leader would help the organization continue to grow and excel. What did you find most valuable about the succession planning process? Succession planning is not done in a vacuum. It is truly a process with multiple layers. I think the most important part of the process is its linkage to strategic planning. Where are we going? How are we going to get there? These are questions that need to be answered. Like strategic planning,
succession planning needs to be dynamic. It is not a written document that is shelved, but something which is integral to the organization. Succession planning isn’t just something we did for the CEO position. We extended the process throughout the senior leadership group and to other key positions within the organization. We found this process important as we began the formal process of leadership development. Each leader is always asked two questions: Who can be moved into your position should there be a temporary vacancy? What are you doing to prepare them for that? Was the hospice team involved in the transition? And if so, in what ways? Absolutely. Two of the senior leaders, along with the executive assistant, participated on the board’s Selection Committee for the new CEO. These leaders kept the rest of the senior leadership informed of the process. They also held forums where staff could voice their concerns and desires. What was the internal focus of support for the current staff during the transitional period? Once the announcement of my retirement was made to staff, the board’s Selection Committee communicated the process during an all-staff meeting. A timeline to fill the position was shared
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Table of Contents for the Digital Edition of NewsLine - December 2012