Rotary District Conference 2005 Leadership and Succession Planning.

Rotary District Conference 2005Rotary District Conference 2005

Leadership and Leadership and

Succession PlanningSuccession Planning

AGENDAAGENDA

• The Challenges of Volunteerism

• Overcoming the Challenges - Leadership

• Recognizing & Recruiting tomorrow’s leaders today

• Preparing for Leadership

• Succession Planning: Simple Things – Big Difference

• New Innovations with Rotary Leadership

• I + M = S²

CHALLENGES OF VOLUNTEERISMCHALLENGES OF VOLUNTEERISM

You’re Not AloneYou’re Not Alone

Volunteer Alberta recently conducted a study called “Assessing the Capacity to Support Volunteerism” – here are some of the issues that were significant:

• Age – inability to engage young volunteers; looking at “paid” volunteers; 30-50 years old was the most serious shortage

• Awareness – everyone doing their own thing – hard to get noticed, convincing people they would be good volunteers, public perception of the organization

• Other Resources – retain volunteers through appreciation and challenging roles

You’re Not AloneYou’re Not Alone

• Volunteer Burnout – same people end up doing everything, asked to do too much by too many organizations

• Retention / Recruitment – high profile gets more attention, unable (unwilling) to travel, fulfill mandatory requirements, lack of interest even if they thought the cause worthwhile

• Lack of Time - “The most significant challenge reported by 49% of organizations with recruitment issues was potential volunteers’ lack of time. With today’s busy lifestyle, an increase in dual-income families and child-rearing activities, people are more likely to value any amount of spare time they have and prefer not to spend it in volunteer activities.”

Overcoming the ChallengesOvercoming the Challenges

• Recognizing, Recruiting, Training, and Supporting Tomorrow’s Leaders Today

• The Evolution of Leadership

• Doing Simple Things Make a Big Difference

• I + M = S²

……You Might be a Good LeaderYou Might be a Good Leader

If you talk to people in a way that they “get it”…

If you’re focused, yet flexible in your decision-making…

If you say you’ll do something, then actually do it…

If you deal with conflict NOW, yet don’t rush to judgement…

If you’re visible – actually out there with the troops…

If you create a culture of fun by celebrating successes…

If you inspire your people with positive messages…

If you look and act like a leader…

Identifying & RecruitingIdentifying & Recruiting• As in any organization, “promotion” from within

comes from experience in many different areas. In order to identify and recruit tomorrow’s leaders today, they need exposure to the club’s avenues of service, district conferences, club events and activities, etc.

• “Behaviour reinforced is behaviour repeated”

• If they have a positive experience in their role, and continue to see the benefit of being involved, a natural evolution of more involvement will take place

Identifying & RecruitingIdentifying & Recruiting

• How do we inject new blood into leadership roles?

• ASK them! Not always the President that has to do the asking – utilize others in their capacity to recruit within their area.

• When do we ask them? 2 years out is not too far.

• If they have a positive experience and want to take on more leadership roles, it behoves us to insure they are prepared to do it!

Leadership TrainingLeadership TrainingRotary has so many support mechanisms in place to help leaders fulfill their duties, but not every club or every member takes advantage of this assistance:

• District Leadership Training (subsidize costs)

• District Conference (subsidize costs)

• Assistant District Governors

• District Chairs of Avenues of Service

• Past Presidents / Past Chairs

Evolution of LeadershipEvolution of Leadership

“Behaviour reinforced is behaviour repeated”

If club members have a positive experience in their leadership role, the likelihood of their advancing to higher levels of leadership is very strong – District, Zone, International.

It is our responsibility to ensure they have a positive experience!

So how do we do that? Preparation & Succession Planning!

Simple Things – Big DifferenceSimple Things – Big Difference

• Elections – hold them in December to select new Board for upcoming Rotary year in July

• Invite all new Board members to attend Board meetings for six months prior to taking over their portfolio – seamless transition

• Delegate – If one person (President) is doing it all, leads to volunteer burnout – spread the work around

• Mentorship – Being available for advice

RelevanceRelevance

Rotary must have relevance in our lives. If there is no relevance to us or our families, we will not grant it our time and energy.

Relevance InvestmentRelevance Investment = SocializationSocialization

““People like to be involved with people they like”People like to be involved with people they like”

If we do not deem it relevant, we will never If we do not deem it relevant, we will never “find”“find” the time. the time.

If we do deem it relevant, we will If we do deem it relevant, we will “make“make”” the time. the time.

Are we having fun yet?Are we having fun yet?

More Than MechanicsMore Than Mechanics

Inspiration + Motivation = Successful SuccessionInspiration + Motivation = Successful Succession

• Challenge others to do better than you did

• Urge them to answer a calling – a special project

• Use the words of others to motivate

• Be the living example of the 4-way test

• Be bold – challenge the status quo

• Be inspired by others

MotivationMotivation

I urge you to:

• Go back and DO something you said you were going to do

• Deal with any outstanding conflicts you have NOW, being fair to hear both sides of the story before drawing conclusions

• Make time for people – you can’t lead from the bleachers

• Inspire others by your words and actions – deliver positive messages

• Put up a sign on your bathroom mirror that says

““If not now, when?”If not now, when?”

Inspired by OthersInspired by Others

““Can you imagine Can you imagine what I could do – what I could do –

if I would do – if I would do – all that I can?”all that I can?”

The musician formerly (and again) known as Prince