Succession Planning: Volunteering Handbook Ch9

Chapter : Succession Planning

From: The Practical Volunteering Handbook for School and Club Volunteers

Succession planning is a crucial element in ensuring the sustainability and success of any fundraising organisation. Without a well-thought-out plan for the future, even the most effective committees can struggle to maintain momentum. This chapter will explore the importance of succession planning and provide strategies for fostering new leadership within your fundraising team.

Start Early: The Key to Effective Succession Planning

Begin working on finding next year’s crop of volunteers early in the current year. This proactive approach allows for a smoother transition and ensures that the organisation is never left scrambling to fill key roles at the last minute.

Role Descriptions: Get this year’s volunteers to help write role descriptions for next year. They are the best qualified to describe the responsibilities and skills needed for each position. Clear, detailed role descriptions can make it easier to recruit the right people and set them up for success.

Involvement in Recruitment: Encourage current volunteers to participate in recruiting next year’s volunteers. Their firsthand experiences and enthusiasm can be contagious, expanding your network and bringing in fresh faces with new ideas.

Learning from the Sporting World

In sports, we often see teams holding on to their champion players too long, failing to foster younger talent. This short-sighted approach can lead to a decline after the team's heyday. The same can happen in fundraising committees if there is no commitment to renewal and progress.

Commitment to Renewal: Successful fundraising relies on a team of dedicated volunteers. This team needs renewal to stay vibrant and effective. Relying too heavily on one or two star volunteers can stifle growth and innovation. Instead, fostering new talent ensures a continuous influx of fresh energy and ideas.

The Role of Veteran Volunteers

Long-term volunteers often develop significant knowledge and experience. While it can be tempting for these veterans to continue taking on key roles, it's essential to pass the baton to newer members. Here’s why:

Avoiding Burnout: Veteran volunteers might still enjoy their roles and have a lot to give, but holding on too long can lead to burnout. It can also prevent new volunteers from stepping up and contributing their unique skills and perspectives.

Empowering New Volunteers: Using new volunteers merely as support rather than giving them real responsibility can demoralise them. Empowering them to take on significant roles helps them grow and ensures the sustainability of the organisation.

Recognising the Need for Change: Seeing a new wave of enthusiastic volunteers, I knew it was time to step aside. It’s important not just to symbolically step down but to truly let go, resisting the urge to micromanage the new team. This allows them to bring their own flair and ideas to the table.

Supporting from the Sidelines: As veterans, we can still support by being there for manpower and offering strategic advice when needed. However, it's crucial not to overshadow the new team. Providing handover notes and being available for guidance without taking control is the best way to ensure a smooth transition.

The Gift of Letting Go

One of the biggest gifts veteran volunteers can give to their team is to retire before they run out of energy. This allows new leaders to emerge and grow. By stepping back, veterans provide others the opportunity to develop their skills and contribute meaningfully to the organisation.

Avoiding the Hero Complex: Never be the star, never be the hero, and never say, "It’s easier to just do it myself." No matter how capable you are, doing everything yourself limits other people's opportunities to grow and contribute. Succession planning is about creating a legacy that continues to thrive even after you've stepped down.

Conclusion

Succession planning is essential for the long-term success of any fundraising organisation. By starting early, involving current volunteers in the recruitment process, and fostering new leadership, you ensure a continuous cycle of growth and renewal. Veteran volunteers play a crucial role in this process by stepping aside at the right time and supporting new leaders from the sidelines. This commitment to renewal and progress will help your organisation go far, together.