Succession Planning - Executive Development Program

There is so much interest in #millennials and #genz in the workplace and especially as it relates to preparing leaders to succeed Baby Boomers and the best generation :) GenX. I think this is because 75 million Baby Boomers will be retiring in 6.5 years by 2030. Theres a massive transition of leadership coming and every organization needs to be prepared.

I'm publishing this article and providing some resources to help you prepare your organization for the coming generational leadership transition. More specifically, this article and resources will help you create your own Executive Leadership Development Program that supports your succession efforts.

We think allot about succession planning at Sandals Church and that thinking is driven by a tenacity and passion for developing young leaders that will successfully lead the church into the future.

As I write this post, I am putting the finishing touches on my talk and coaching session (we call it our monthly home base) for the 10 staff members in our Executive Development Program called ROGO Next Gen Program. So this topic is really fresh on my mind and I decided to take a few minutes to put this article together.

Ok, so here is a step by step plan to launch your own Executive Development Program;

Step 1 - Put the program together, write it out and identify who will fill the key roles. We have 3 key roles in our program:

1. Program Leader - This is the person who is driving the vision and teaching throughout the program.
2. Program Administrator - This is the person who keeps the day to day activities of the program organized and manages all the communication to the people in the program and the mentors.
3. Program Mentors - These folks walk with the people in the program and coach them on specific situations and challenges they are experiencing while they are in the program.

Step 2 - Pick the people to you want to invite into the program. These folks should:

1. Be performing at a high level
2. Have upside future senior level potential potential
3. Model your organizations values
4. Have a teachable spirit
5. Have a heart for the House
6. Have a high motor and increasing capacity

Step 3 - Send out a formal invitation to attend a meeting where the potential program participants can learn about the program, the expectations and ask questions.

Step 4 - Give people a specified amount of time to respond with a yes or no to participate in the program.

Step 5 - Invite all of the people that said "yes" to an orientation and program kick off.

Thats it, you're ready to go! I have attached below an overview of our Executive Development Program and the role that the mentor plays to create a transformational experience for our future senior level leaders. The feedback from our program participants has been fantastic and I can see how the growth of each individual in the program has accelerated. Enjoy!

ROGO NEXTGEN

SANDALS CHURCH 2023

PURPOSE: 

To identify staff members that have senior leadership potential and invest strategically into these individuals so that they are prepared for succession planning at the highest levels of Sandals Church leadership.

WHO:

Each year the Executive Team will select a small group of staff members for the program; some may remain in the program for longer durations, while others may be dropped in and out depending on their development arc. Each member will be mentored by an executive level leader during their time in the program. 

DURATION & TIME COMMITMENT:

Program lasts up to 24 months and potentially restarts with a new group, annually. Some members may stay in the program for longer/shorter periods. 

An additional time commitment will also be required as NextGen activities are expected to be done beyond the participant’s normal work schedule. 

HOW IT WORKS: 

The program structure will include but is not limited to the following:

• Monthly Home Base meeting with Dan Zimbardi for teaching/training (culture, skill, and character focus)
• Monthly meeting with their executive mentor for coaching and feedback
• Mentor reviews employee development plan and ties in NextGen projects and goals to that plan
• Sit in key meetings for learning purposes upon the invitation of executive leader (i.e. Executive Team  Meetings, Quarterly Business Reviews, and Board Meetings)
• Senior level projects or roles given to each member to accelerate growth in their discipline 
• Marketplace exposure and experience
• Financial acumen training
• Possible outside paid training/education/seminars unique to each member

MENTOR ROLE:

The purpose of the mentor role is to further the mentee’s growth in character, skill, and relatability by coming alongside them in their development plan. 

DURATION:

Mentors will be asked to commit to six months to a year.

KEY RESPONSIBILITIES:

• Engage monthly with mentee to encourage, challenge, and pray for them
• Connect outside of monthly mentor meetings (i.e. occasional check in via phone, coffee, dinner, etc.)
• Connect with Pastor Dan Zimbardi as needed or necessary with any input or concerns about the mentee
• Connect with the mentee's supervisor for feedback during annual review and as-needed
• Meet with the NextGen administrator every six months for updates and feedback 
• Elicit and challenge what the mentee is learning about themselves, culture, their giftings, and organizational leadership
• Support mentee at occasional functions or meetings [where they demonstrate their growth and skills]
• Review and provide insight to the mentees development plan written by the supervisor 
• Review Enneagram assessment