• Strategies That Build Capacity

We assist clients in planning for both expected and unexpected executive transitions. Working closely with the current executive and the governing body, we assess the potential for development of internal candidates, establish a process to determine the characteristics of an executive to be hired for either an interim or permanent position, outline the options for conducting an executive search, and suggest ways to implement an effective transition for the new executive.

Although most museums put the emphasis on executive transition, succession planning can cover a broad spectrum of strategies that build the overall capacity of the organization. When considered in the context of overall goals and objectives, it can be a positive stimulus for self-assessment, evaluation, personal and organizational development, and continuity for board, staff, and the executive.

Some benefits that can come from succession planning that is tied to a strategic plan can include:

• Policies and plans for emergency executive transitions
• Protection against disruptions of business and expenses of recruiting
• Plans for board recruitment and engagement
• Personal development and career planning for the executive
• Identification and development of staff leadership
• Awareness of functional and social roles and accountabilities
• Assessment of market competitiveness
• Plans for executive transition

The process begins with open communication about the need for succession planning as it relates to organizational goals, with a commitment to development of both human and financial capital on a strategic basis.