Succession planning for board roles
- Author: Creative Australia
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Who is responsible?
Board succession planning is typically a collaborative effort between the board and an organisation’s Chief Executive Officer (CEO) and/or senior leadership.
Depending on the size of the organisation, a board sub-committee may be tasked with overseeing board succession planning. But the whole board and staff of the organisation can be involved in the process.
Do succession planning for the board alongside succession planning for key executive roles. This ensures there’s alignment on current and future needs and planning processes.
Why does board succession planning matter?
Planning for the orderly succession and renewal of board roles helps to:
- ensure organisational continuity
- align skills with future strategic goals
- minimise disruptions due to unexpected departures
- ensure compliance with any constitutional requirements around new board appointments and minimum number of board members.
You should also consider the role of the chair as part of the board succession plan.
Learn how your organisation can build diverse and inclusive boards by planning for and supporting future leaders.
Succession Planning: Who are the Board Members of the Future?
How to start developing a succession plan
Step 1. Assess current and future needs
As a board you need to:
- evaluate the organisation’s current and anticipated needs in terms of governance
- identify the required board skills, competencies and qualities to drive the organisation’s mission and strategic objectives
- regularly review the composition of the board to ensure it remains fit for purpose to deliver against the organisation’s long-term vision
- identify areas where additional skills or perspectives are needed to support proactive recruitment
- maintain a strong, open and honest relationship with executive leadership to ensure succession plans are indeed a plan and not an emergency response.
The Institute of Community Directors has a factsheet on 10 questions to ask about board member succession planning.
Learn how to assess your board’s current skills and diversity by using this matrix.
Step 2. Keep succession planning on the agenda
Led by the chair, the board should maintain a focus on future board needs and skills gaps. This should involve openly discussing succession planning for the role of chair.
Succession strategies could include:
- appoint a deputy chair
- identify and develop likely successors on the board
- appoint a new board member with a plan for them to become chair within an agreed time.
Step 3. Maintain a pool of potential candidates
The board should consider maintaining a pool of potential board member candidates. Candidates should:
- have the required skills and/or perspectives needed by the board
- demonstrate a deep care and commitment to the organisation’s mission, strategic vision and values.
Potential candidates could be drawn from:
- existing board member recommendations
- the organisation’s networks, including artists, arts and cultural leaders, donors, volunteers, advisory committee members and partners
- community leaders and local business owners
- professionals with specialist skills, including accountants, lawyers and marketing executives.
Learn what the Australian Museums and Galleries Association (AMaGA) did after a generational shift in their leadership.
Learn what to include in a policy for leadership transition and succession.
