The Dead President's Society: Chapter Succession Planning - PowerPoint PPT Presentation

the dead president s society chapter succession planning n.
Skip this Video
Loading SlideShow in 5 Seconds..
The Dead President's Society: Chapter Succession Planning PowerPoint Presentation
Download Presentation
The Dead President's Society: Chapter Succession Planning

play fullscreen
1 / 37
The Dead President's Society: Chapter Succession Planning
Download Presentation
Download Presentation

The Dead President's Society: Chapter Succession Planning

- - - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript

  1. The Dead President's Society: Chapter Succession Planning Course Code: As a courtesy to other participants, please turn cell phones and pagers to silent mode Thank You

  2. Objectives At the end of the session the participant will: 1. Describe the concept of succession planning. 2. Discuss relevancy of incorporating succession planning into chapter strategic planning 3. Explore opportunities for hardwiring succession planning activities into chapter operations.

  3. Succession Planning Succession planning is a process whereby your chapter ensures that members are recruited and developed to fill each key role within the chapter.

  4. Succession Planning should….. • Recruit new members • Retain current members • Develop skill sets • Role model leadership competencies

  5. AACN Leadership Competencies • Self-Leadership: to assess, manage and develop yourself in order to preserve and optimize relationships and add value to the outcomes of one’s organization. • Global Thinking: to think beyond your current role and practice and apply new perspectives that will improve and optimize your role and practice. • Consensus Building: to achieve practical consensus within groups to promote strong teamwork and garner commitment and participation of others to achieve solutions and effect positive change. • Delivering Effective Messages: to deliver effective messages in order to motivate others to thought and action. • Knowing and Committing to AACN:to demonstrate knowledge and commitment to the mission, values and work of AACN in order to optimize outcomes for nurses and patients and their families.

  6. So what are the obstacles to good succession planning? • Competing obligations, time, resources • Not enough of you to go around…leaders wearing multiple hats • Recycling of chapter leaders • The hidden agenda – in our work life we may actually be competitors which can lead to an atmosphere of distrust amongst members of the chapter and/or chapter leaders • Lack of forethought

  7. Hardwiring • Quint Studer of the The Studer Group • Creating a Culture of Service and Operational Excellence that drives results • Hardwire:The process by which a chapter integrates actions and beliefs into the routine operations to ensure it becomes a habit and is done • Best way to hardwire…..chapter calendar. 

  8. Hardwiring Calendar • Recruitment • Membership drive • Visits to schools of nursing or hospitals • Retention • Educational programs • Taste of NTI – members that attend speak at the next chapter meeting….bring back pictures, poster of what they learned, or give-aways from exhibit hall • Recognition of member achievement – CCRN Luncheon, Circle of excellence awards for your community • Professional Development • Support chapter leaders to attend Leadership workshop • Role model • Coaching and mentoring time

  9. July 2007 Communication Elections Celebrations Strategic planning Membership Drive Education Board meetings Recognition Fundraising Reporting deadlines

  10. Strategic Planning • Asystematic methodology to plan future Chapter activities… • Establish a 1-3 year vision for the chapter • Evaluate previous activities • Plan Programs • Meet needs of the Membership • Analyze function of the chapter operations • Identify resources and how they will be used

  11. Strategic Planning Process: • Assessment: Collect some information before your meeting: • Understand your demographics of your members • Copy of financial expenditures from last year • Survey members of your chapter • AACN Resources • WWW.AACN.ORG/Chapters • • Chapter Advisor for your Region

  12. Strategic Planning Process:Assessment of Chapter • Prepare for your strategic planning meeting • Agenda • Activities • Refreshments • A place: free of distractions, pleasant, comfortable • A home • Community meeting place: library, school • Hotel conference room • Avoid a hospital meeting room unless offsite

  13. Strategic Planning Process • Get key players together • Communicate ahead of time • get commitment to participate • Time frame • Agenda with time limits • Establish ground rules • Commit to working and having fun

  14. Strategic Planning • Ice breakers – • Dinner Party – • Starfish story –

  15. Strategic Planning Process:Select a tool/ method • SWOT Analysis - brainstorming technique to generate a list to identify: • Strengths of your chapter/community/members • Weaknesses • Opportunities – programs, growth, activities • Threats – what could prevent accomplishments • GAP Analysis • how far is chapter from goal • What actions steps are necessary to reach goal?

  16. Gap Analysis

  17. Strategic Planning Process:Develop your plan • Brainstorm action steps • Identify person responsible • Set Goals….think “SMART”

  18. Strategic Planning Process: Creating S.M.A.R.T. Goals Specific Measurable Attainable (but consider stretch goals) Realistic Time Frame • Increase chapter membership by 10% in 12 months. • Offer a CCRN review course by January 2008. • Coordinate fundraisers to raise $2,000 for NTI scholarships by February 2008.

  19. Gap Analysis Becomes Action plan

  20. Strategic Planning Process:Implementation • Make a commitment to implement your plan • Periodically evaluate progress • is the evaluation process hardwired into your chapter operations? • Ex: Make action plan review part of each board agenda

  21. "O' Captain, My Captain"….. Be the leader you wish to see • How do your members and your institution leaders view your chapter and chapter activities? • Do members believe that your activities are relevant to their issues? • Do you listen, are you visible, do you layer communication? • Does your chapter take on issues challenging institutions in your community? • Ask nurse leaders in your institutions and academic programs for their insights • Communicate that you share common goals

  22. "O' Captain, My Captain"….. Be the leader you wish to see • Do institutional leaders support you directly or indirectly ….. Have you asked for that support? • Are institutional leaders members of your chapter? • Let them know that you are trying to create leadership skills for the next generation of nurse leaders • If leaders reimburse for education fees, ask them to only sponsor at the member rate • Recognized on Performance Evaluations • Be patient….A ”No” today could be a “Yes” tomorrow

  23. Is your chapter a Healthy Work Environment? • Skilled communication • True collaboration • Effective decision making • Appropriate staffing • Meaningful recognition • Authentic leadership

  24. Role modeling leadership It's as easy as PIE Performance: Are you meeting the needs of your members? Exposure: Is your chapter visible and do members know what you are doing? Image: Is chapter considered a positive influence in community?

  25. Chapter Success-ion Stories • Greater Phoenix Area Chapter • Houston Gulf Coast Chapter • Greater New Orleans Chapter • Greater Birmingham Chapter • Region 5 • Three Rivers Chapter

  26. Inspiring the next generation:Greater Phoenix Area Chapter • Sue HurstRN MSN CCRN CNRN • Their theme for 2006-2007: • Instilling hope and care in the next generation • How they hardwire their theme into operations: • Theme is on their website • Formally mentor new Board members over 6 months so that they can learn their new roles before stepping into their role • Engage nursing students in board meetings for learning leadership skills

  27. Banking on Success: Houston Gulf Coast Chapter

  28. When recycling may be ok: Greater New Orleans Chapter • Problem…..Hurricane Katrina • Lost a lot of members • Existing members really challenged with competing priorities • Needed strong leadership to keep chapter going • Solution…..Tap into previous leaders with great experience to handle the difficult transition period • Past President and past Chapter Advisor Liz Stevens RN BSN CCRN elected to the 2007-2008 Presidency

  29. Birmingham Chapter -Sharon Watson • Chapter collaborated with Capstone College School of Nursing at University of Alabama through chapter member Dr. Angela Collins to introduce students to the power of professional organizations • Essay contest for students offering 3 academic grants • Free AACN membership for 1 year • AACN – College network night – 40 students participated • Benefits of membership to a professional nursing organization • Leadership development opportunities • Nurse Link – program to tutor students in certain subjects • Poster - CS211 “Engaging The Next Generation In The Power Of AACN”

  30. Leadership Development • Region 5 (NC, SC)Jan Teal, RN-BC, MSN, CCRN • Healthy Chapter Environments • Conflict Management • Strategic Planning

  31. Three Rivers Chapter in Pittsburgh - Merrikay Fausti • Celebrated their 25th Anniversary on May 10 • 25 different Presidents. No repeats.  • The board consists of 10-12 people in various positions. Sometimes the new person is added as a co-chair. • Board structure has a succession plan of offices held as the person advances up the board • Recruit members during educational programs and CCRN-PCCN Review Courses • At college fairs - set up a booth and talk to nursing students about the benefits of nursing.  • Future Vision - They hope to start going to high schools and invite the Future Nurses Clubs to some on our educational offerings.

  32. Greater New Orleans Chapter“The Minute Men” –Michelle Rihner • President BSN CCRN • Chapter Advisor -Denise Bonura-Henry BSN CCRN • Engaging members in chapter activities • President chairs “Minute Man Committee” • “Staffing or Labor Pool” for chapters • Members sign up anytime on a roster and may be called for special projects or tasks: registration, picking up items, etc. • Can say no with out guilt

  33. The Dead President's Society • Past President’s retire, but remain as advisor to the president • How it works…..the Dead Presidents remain visible • Attend Board meetings • Phone call or email away to the current president • have a lunch away just to talk • What’s in it for current leaders? • Resource: Does not have a vote, but can offer perspective, experience and insight…but it’s always the board’s decision • Reassurance to the next leader “I’ve got your back, Man!!” • What’s in it for “ The Dead President” • still valued and respected for their service to the community • Note of caution • Sometimes need to step back and let others fly • Let the board take the direction and don’t get hung up on how it “used to be” • Consider channeling talents to the next level as a regional or national volunteer

  34. Speaking of Succession Planning……So, what’s next for you??? • Transition leadership skills into a career opportunity? • Interested in learning how to become involved at the regional or national level?


  36. AACN Volunteer Descriptions • Purpose of the Group • Charges of the Group • Qualifications for membership • Application/selection process • Function of the Staff Liaison • Workload and timeline

  37. AACN Work Groups AACN Board Liaison Program API Work Group (formally the advanced practice group) Awards Review Panel Chapter Advisory Team Continuing Education Review Panel Distinguished Lecturer Panel Ethics Work Group (not meeting in FY08) Healthy work Environment Standards Work Group (not meeting in FY08) NTI Work Group Research and Creative Solutions Abstract Review Panel Research Grant Review Panel Evidence Based Practice Resource Work Group (Group formerly Research Work Group) Scholarship Review Panel