Optimize your Board of Directors' succession planning process with our comprehensive, structured template designed to ensure smooth transition and continuity.
1
Identify key roles and responsibilities within the Board of Directors
2
Analyze the current board structure and its strengths and weaknesses
3
Identify necessary skills and competencies required for board positions
4
Develop a matrix that aligns skills and competencies to board positions
5
Identify potential internal candidates suitable for board positions
6
Evaluate outside sources for potential candidates if necessary
7
Develop a candidate profile including qualifications and skillset
8
Apply the selection criteria to potential candidates
Approval: Executives (sourcing and interviewing candidates)
11
Prep the succession planning report for review
12
Approval: CEO (Succession Planning Report)
13
Prepare the potential candidates for transition, including role-specific training
14
Develop a timeline for transition
15
Communicate succession plans to the rest of the organization
16
Implement the succession plan and board transition
17
Monitor the progress and effectiveness of the succession plan
18
Conduct a post-transition review and identify areas of improvement
19
Approval: Board of Directors (post-transition review)
Identify key roles and responsibilities within the Board of Directors
This task involves identifying the key roles and responsibilities within the Board of Directors. It is important to have a clear understanding of the different positions and their associated duties in order to effectively plan for succession. The desired result of this task is a comprehensive list of the different roles and responsibilities within the board.
Analyze the current board structure and its strengths and weaknesses
This task involves analyzing the current board structure and identifying its strengths and weaknesses. By understanding the current structure, it becomes easier to plan for succession and make improvements where necessary. The desired result of this task is a comprehensive analysis of the current board structure, including its strengths and weaknesses.
Identify necessary skills and competencies required for board positions
This task involves identifying the necessary skills and competencies required for board positions. By understanding the required skills and competencies, it becomes easier to identify potential candidates and align them with the appropriate positions. The desired result of this task is a comprehensive list of the necessary skills and competencies for each board position.
Develop a matrix that aligns skills and competencies to board positions
This task involves developing a matrix that aligns the identified skills and competencies to the respective board positions. By creating this matrix, it becomes easier to match potential candidates with the appropriate positions based on their skills and competencies. The desired result of this task is a matrix that clearly outlines the alignment between skills/competencies and board positions.
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Identify potential internal candidates suitable for board positions
This task involves identifying potential internal candidates who are suitable for board positions. By considering internal candidates, it allows for the development and growth of individuals within the organization. The desired result of this task is a list of potential internal candidates for each board position.
Evaluate outside sources for potential candidates if necessary
This task involves evaluating outside sources for potential candidates if internal candidates are not available or suitable for board positions. It is important to consider external candidates to ensure a diverse range of perspectives and experiences. The desired result of this task is a comprehensive evaluation of potential external candidates.
Develop a candidate profile including qualifications and skillset
This task involves developing a candidate profile for potential candidates, including their qualifications and skillset. By creating a candidate profile, it becomes easier to assess the suitability of candidates for specific board positions. The desired result of this task is a comprehensive candidate profile for each potential candidate.
Apply the selection criteria to potential candidates
This task involves applying the selection criteria to potential candidates in order to evaluate their suitability for board positions. By utilizing selection criteria, it ensures that candidates are assessed objectively and consistently. The desired result of this task is an assessment of potential candidates based on the selection criteria.
