Executives Transition Management and Succession Planning of Non-profit Coursework

Executives Transition Management and Succession Planning of Non-profit Organizations - Coursework Example Starting from planning for the departure of an executive to the entry of a new leader, ETM encompasses three phases that include Prepare, Pivot as well as Thrive. On the other hand, Succession Planning entails the practice of preparing an organization for a leadership change regardless of whether it is planned or unplanned. One of the major aspects that makes Succession Planning an effective strategy is that it entails developing a board succession policy that is essential in providing tactics for enhancing leadership. In addition, as companies emulate the culture of succession planning, they create an important base through which the firm initiates talent development and leadership development. As stipulated by Tom Adams, nonprofits organizations highly value improving leadership through talent management are leadership management. Executives Transition Management in the article by Tom Adams is depicted in one of the food banks in the Midwest. Having been under the leadership of a female CEO whose performance was remarkable; the food bank experienced an expansive growth. When the CEO decided to retire, the board was very worried since they saw high chances of failure. However, through the guidance of the board chairman, the organization sought the help of a local banker who was exposed to ETM (Adams, 2009). This also entailed hiring of an ETM consultant and the formation of a Transition Committee to oversee the implementation of ETM policy. In this regard, the board of directors hired a new executive who was aimed at enhancing the activities of the food bank in its endeavor to fight hunger. As a result of the adoption of the ETM, the organization experienced various benefits. First, it helped in the exit of the founder and the hiring of new executives. In this way, the continuity of the organization activities was achieved.     

SLP - 2 RECRUITMENT, SELECTION, AND RETENTION Essay

SLP - 2 RECRUITMENT, SELECTION, AND RETENTION - Essay Example The employees need to feel that they are part and parcel of the organization and to own its success as well as failures. This can be attained through sharing of bonuses or shares of the company in times of huge profits as well as increasing their remuneration and rewarding top performances in order to boost their morale. Making employees to own the organization will make them cautious on how they relate among each other and how they will handle the assets of the organization. Choosing the right reward for employees offers another approach to retention strategies (Dibble, 1999). The management needs to devise creative techniques of appreciating the performance of employees which is not only based on monetary terms but the inclusion of other incentives. Such may include time off, initiation of shifts, leave days or exclusion from work on certain occasions. It has been realized that some employees quit their jobs because of lack of proper treatment by their immediate managers who may not have the basic knowledge required to relate well with their juniors. Therefore another strategy of retaining employees is by investing in the line managers through training so that they can be well equipped to empower employees to success and growth. It is proper for the management to create more opportunities for the check-ins of employees with their respective managers as well providing avenues for both formal and informal interactions. Some of the retention strategies that are not appropriate for the organization to adopt include the use of strict supervision to ensure to ensure that employees comply with the laid down rules and regulations of the organization or setting stiffer penalties for employees who wish to resign from their positions. Some organizations do not allow their employees to exit at their own free will so that they can be retained in the organization which only serves to lower the morale of the employees thus reducing their performance. Another