all know from our clients' businesses how important succession planning is. But
do we value and/or apply it in IMC at the national and chapter levels?
believe we do a good job of succession planning at the National level and at
many of the Chapters. However, there are a number of Chapters who do not, and
inevitably it leads to last minute scrambling to find their next President.
is the National process for succession planning. Each year the Nominating
Committee is seated in November to begin the selection process for the IMC
Board of Directors. However, this is part of the process that we have in place
which is that the Committee:
Keeps records of potential
Solicits candidates for
candidates’ skills and qualifications,
Interviews candidates to
ensure their commitment, leadership abilities, and technical skills are a
good fit for Institute’s strategic direction and tactical needs, and
Names the slate of directors
to fill open Board seats.
are other things which go into selecting future Board members and Officers that
fall under the title of strategic management.
Each year, the Operating
Committee (OpComm) meets midyear to review and update the Institute's
strategic plan, and as part of that process discusses where the Institute
is going and what talent is needed on the Board to be effective and to
serve members and the profession.
Throughout the year, the
Chair, Executive Director, and the Chairs of the CPC and the Nominating
Committee keep an eye out for potential members to serve at the National
We also discuss the skills
necessary for board members to grow, and we work with them to improve
are a number of chapters who use similar processes; NorCal and NE are two that
come to mind. However, there are a number of chapters who do not use formal
succession planning procedures and inevitably they come up to the end of the
current chapter president’s term and are scrambling to find a successor.
of the best examples of how to do this right is the New England Chapter. They
use a tripartite model for governance where the President elect, President, and
Immediate Past President form a three-person governing body to perform the
necessary work of running the chapter. Candidates for the President elect are
identified 2-3 years prior to their assuming the position, and are given
positions of increasing responsibility to ensure they have the requisite skills
and abilities to assume the role of president.
are one way to “become famous” for your contributions and work for IMC (which
is important when aspiring to serving at the National level), but what about
those members who are not affiliated with Chapters, i.e., At-Large members?
At-Large members, I suggest getting involved with IMC’s various Committees. We always need people to help us on our
committees; these include marketing and branding, member recruiting and
retention, sponsorship, corporate relations, certification, ethics, and other
various committees. If you are interested, please contact Gail McCauley (firstname.lastname@example.org) at the National office.
succession is critical for maintaining the health of chapters, or primary point
for delivering member value. If you have questions on how we do leadership
succession at the national level, or how to implement good succession planning,
contact me, Judith Light CMC FIMC, (Nominating Committee Chair), or Loraine
Huchler CMC PE (Chair of Chapter Presidents Council).