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Developing the Right Leaders & Succession Planning Presenter: Christopher Castellano ENG’95

Alumni Leaders Conference October 22 & 23, 2010. Developing the Right Leaders & Succession Planning Presenter: Christopher Castellano ENG’95 Alumni Organization: Rutgers Engineering Society. Introduction. Alumni Leaders Conference October 22 & 23, 2010.

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Developing the Right Leaders & Succession Planning Presenter: Christopher Castellano ENG’95

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  1. Alumni Leaders Conference October 22 & 23, 2010 Developing the Right Leaders & Succession Planning Presenter: Christopher Castellano ENG’95 Alumni Organization: Rutgers Engineering Society

  2. Introduction Alumni Leaders Conference October 22 & 23, 2010 Alumni Association Group Models - Rutgers Engineering Society - Young Alumni Committee - Homecoming Committee - What we did and why Succession Planning Results Lessons Learned and Next Steps Summary / Conclusion

  3. Introduction (continued) Alumni Leaders Conference October 22 & 23, 2010 Goal: Sustain continuous leadership from year to year Potential challenges to this goal: Drawing leadership from a limited pool - “Limited” - low number of volunteers actively engaged Choosing leaders for right reasons - Personal power vs. Determination - Physical attributes vs. Integrity - Charisma vs. Strength of Character

  4. Alumni Leaders Conference October 22 & 23, 2010 Treasurer Secretary Vice President President Elect President Line of Progression/Succession Typically, these are all 2-year terms, although slates are introduced yearly and voted upon Rutgers Engineering Society Model Structure: Hierarchical

  5. Alumni Leaders Conference October 22 & 23, 2010 Rutgers Engineering Society Model Structure: Hierarchical Why this structure works and is sustainable: - Available pool of 12 – 16 attending members, which gives the depth to accommodate this structure - Numerous activities over the course of a year to engage all members, with many planning tasks to ensure successful events. - A two-year term is optimal. One year was deemed too short to implement desired legacy, and three years was too long for a timely succession - Presidents are single term The advantage of this hierarchy is length of service/leadership.

  6. Alumni Leaders Conference October 22 & 23, 2010 Young Alumni Committee, Homecoming Committee Model Structure: Shared Leadership A co-chair or tri-chair leadership structure was utilized. Why this structure works and is sustainable: - Workload is distributed and authority is delegated among 2 or 3 active members - Co- or tri-chairs can focus on different roles (e.g.. planning vs. financials) - Unexpected loss of one co-chair can be managed without leadership “vacuum” The advantage of this model is that ideals or a bond are shared…the goal is “dual” leadership, and not “duel” leadership!

  7. Succession Planning Alumni Leaders Conference October 22 & 23, 2010 Identifying the most-qualified candidates - Passion and enthusiasm - Willingness to volunteer for tasks & assignments - Willingness to accept tasks & assignments - Puts forth new ideas and/or suggestions - Acts decisively on information at hand - Treats all members fairly and equitably - Likeable; interpersonal skills are paramount - Good communication skills - Knowing the skills necessary for the organization

  8. Alumni Leaders Conference October 22 & 23, 2010 Results Thanks to a core of dedicated alumni, I was able to… - Nominate a President-Elect who took office in July 2010 - Long-time member - Showed great enthusiasm and other leadership qualities - Headed up & organized 2 yearly events - Nominated a Vice President (now Pres.-Elect), new VP, and new Treasurer - All are younger alums and these choices were done with a purpose (I’ll explain…)

  9. Alumni Leaders Conference October 22 & 23, 2010 Lessons Learned and Next Steps Increase actively engaged volunteers - Hope that younger leaders play an active role in recruitment - Meet & Greets to attract local engineering alumni - Increased outreach through social websites (Facebook, LinkedIn, etc.) Ensure that new officers embrace their respective roles - Regular attendance - Responsibility for events/activities - Familiarizing themselves with RES history (past practices, lessons learned) Further delegate individual tasks from single events among volunteers - Impart sense of responsibility/ownership - Avoid having officers perform majority of work

  10. Alumni Leaders Conference October 22 & 23, 2010 Summary/Conclusion IntroductionAlumni Association Group Models - Rutgers Engineering Society - Young Alumni Committee - Homecoming CommitteeModel Structures - What we did and why Succession Planning Results Lessons Learned and Next Steps Summary / Conclusion

  11. Alumni Leaders Conference October 22 & 23, 2010 Thank you! Questions? Contact me at chris.castellano@basf.com

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