Leadership Succession

Our Second Century Starts NOW

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#SecondCenturyDKG

What is Leadership Succession?

Leadership succession is the planned process of identifying, developing, and transitioning members into leadership roles.

What is Leadership Succession?

Leadership succession is the planned process of identifying, developing, and transitioning members into leadership roles.

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Identifying potential future leaders early

based on performance, potential, and

alignment with DKG values.

What is Leadership Succession?

Leadership succession is the planned process of identifying, developing, and transitioning members into leadership roles.

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Developing leaders by providing training, mentorship, and growth opportunities in preparation for leadership responsibility.

What is Leadership Succession?

Leadership succession is the planned process of identifying, developing, and transitioning members into leadership roles.

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Planning a clear roadmap for leadership

transition to ensure the organization maintains stability and strategic direction.

Why Leadership

Succession Matters

Planning is Proactive

• Start planning early
• A solid plan ensures seamless transitions
• Begin identifying and mentoring leaders

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The best time to prepare for leadership change is long before it happens

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Planning is Proactive �

• Start your biennium by planning for your succession.
• Assess the skills required for the continuity of your chapter
• Ask members who they consider proficient leaders within the chapter via surveys
• Interview or have informal conversations with members who are ready to assume leadership roles

Industries and organizations want leaders with the ability to quickly comprehend the aspects of a job; they don’t necessarily hire or elect them for the skills they already have.

�As you look for leaders within your chapter, search for those with potential, the ability to analyze a situation and move forward, and want to improve themselves, your chapter, the state organization and the Society.

When seeking leaders, look for women who demonstrate important leadership characteristics such as:��The ability to adapt �The ability to learn �The ability to motivate �The ability to inspire��Those who demonstrate GRIT!�

Potential Leaders �Are the ones who…

Attributes of�Potential Leaders �

Building a Succession Plan

• Have multiple candidates ready for key roles
• Create tiers of readiness

(Ready Now, Ready Soon, Ready Future)

• Track development progress regularly
• Make succession planning an ongoing leadership

responsibility

• Discuss succession regularly at leadership

meetings

• Communicate the process to reduce fear or secrecy
• Reinforce that it is about growth, not

replacement

Develop a Culture of Succession

Investing in members today ensures leadership for tomorrow

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Build a culture where leaders grow leaders

Develop a Culture of Succession

Leadership Nominating Processes

The nominations process may be different

in each chapter.

Any model is acceptable if it is outlined

in the chapter rules.

Our Second Century Starts Now

Summation

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1. Start NOW.
2. Seek out members with leadership qualities.
3. Take leaders through the Nomination Process.
4. Train leaders so they can lead with competence and GRIT…Grace, Responsibility, Integrity, and Tenacity.

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Leadership

Succession

Our Second Century

Starts NOW