Planning for leadership changes in pools
Pools have many leaders who are responsible for the strategic direction and long-term success of their operations, including board members, executives, and staff. Leadership changes and transitions are inevitable among these groups. Some will be planned and others may pop up as a surprise, but planning ahead of any change can help minimize disruption, ensure smooth transitions and keep the pool’s success on track.
In this paper we present several examples of how to plan for leadership changes—through utilizing outsourced resources, hiring members into the pool, developing existing staff, and intentionally developing diversity—as well as an example of a pool that incorporates succession planning into every leadership role. We hope this encourages you to consider new ideas and practical advice that could apply to your pool’s needs, culture, and members.
As you consider these ideas, remember that talent development and succession planning should be continuous and iterative, in order to ensure a vibrant and thriving future for your pool.