Club Succession Plan – Questionnaire to measure a Toastmasters learned skill by Conrad Rodrigues
The Chairman and CEO of a company called one of his employees into the office. "Ryan," he said, "you've been with the company for a year. You started off in the mail room, soon you were promoted to a sales position, and next you were promoted to district manager of the sales department. Within one year, you were promoted to vice-chairman."
"Now it's time for me to retire, and I want you to take over the company. What do you say to that?"
"Thanks," said Ryan and began to leave.
"Thanks?" the CEO replied. "Is that all you can say?"
"I suppose not," Ryan said. "Thanks, Dad."
Is this how you would see a successor to a leadership role?
Have you identified your successor? If you did, then what were the criteria for that appointment? Is that person qualified, competent, have the integrity, the confidence, does the person inspire and have the ability to motivate others.
This Succession Plan is offering to invest in the development of our members to become stronger and confident leaders so that they are ready to transition seamlessly into leadership roles.
Let’s examine the benefits of a succession plan to the club:
Succession planning will motivate you, the members to understand the potential paths available and the development you need to get you there. This leads to improved retention, morale, and commitment of the membership at large.
Since Succession Planning is built with the strategic plan in mind, it gives us the opportunity to identify ourselves and create specific training and developmental opportunities based on those specific needs before the time when those needs become urgent.
Succession planning is an opportunity to build on the diverse intellectual abilities and specialized skills in the club because it will identify the knowledge, skills, and abilities of each employee as well as individual developmental interests.
And finally, Succession Planning allows you to gain confidence in your own abilities based on your own development to become a great leader.
We will do a succession plan in four stages (i) identify the competencies (ii) assess yourself. This will be done using a clear measurement* (iii) you will create development plans (iv)Finally, you will measure, monitor and revise the development plans, if required.
We learn Toastmaster leadership skills during the Leadership stream as we perform roles within the Toastmasters club.
Ray Blunt who is a leadership and business scholar says: It takes leaders to grow other leaders.
For the clear measurement* aspect of the succession plan we have designed a questionnaire where we are trying to solicit responses from leaders as to how they knew that they learn a particular skill.
This survey will focus only on the measurement aspect* of a core competency and its associated skill.
If you are excited and would like to participate then you can by completing a survey/questionnaire. Send an email to firstname.lastname@example.org requesting to participate.
In participating, I guarantee you will see yourself in a brighter and better light while contributing to a future that will shine on a future leader.