Leadership Succession Planning

Comprehensive Leadership Succession Planning

Leadership succession planning is a vital comprehensive strategy for proactively building a pipeline of leaders at all levels within an organization so that when transitions are necessary, leaders are ready to act. It needs to be an integral component for achieving your organization’s strategic vision. Leadership succession planning and career development ladders are now integrated.

The type of leadership competencies you may need in the future may be very different than those that your leaders have today. Your goal in developing a successful leadership succession plan is to create a diverse pool of talented individuals who possess a broad range of skills and personal attributes who can step into a wide-range of leadership positions.

DCM Associates’ leadership succession planning services enable you to proactively identify and develop new leaders within your organization, how to identify the competencies and skills they will need to be successful, and how to create a professional leadership development plan for your entire organization. It needs to involve staff at every level in your organization, not just your senior management team. Developing and implementing an organization-wide leadership succession plan has numerous benefits, both to the organization and the individual employees. Organizations that have successfully implemented such a plan experience the following:

  • Employee retention
  • Improved morale
  • Increased performance and motivation
  • Career advancement
  • Energizes the entire organization
  • Development of mentors and coaches
  • Educational Academy, training for success
  • Creates a Culture of Success
  • Generates significant greater social impact to the community you serve

“We engaged Dennis to perform a comprehensive organizational and strategic assessment of our Board, leadership team, staff, and operations to verify that we were living up to our potential as a leading business trade association. Dennis provided CIANJ with specific actions to further our goals, growth, and mission. In addition, his executive leadership expertise was extremely helpful in assisting our Board with our CEO succession plan. He motivated our entire Board and provided a jolt of energy at a crucial time in our organization.”

Lou Weiss, Board Chair
Commerce & Industry Association of NJ

“Dennis Miller was invaluable in assisting our Board in the difficult job of transitioning from our founding executive director to her successor. His insights and knowledge helped us make the perfect choice and enabled a smooth transition for the staff, the new ED, and the Board.”

Bob Michaels, Chairman of the Board of Trustees
Housing Partnership of New Jersey

“Dennis Miller spoke at our firm’s recent nonprofit conference on “Recognizing and Developing Great Nonprofit Leaders.” He was succinct and on point in every aspect regarding the key characteristics of great leaders. His personal insights gained from years in the nonprofit world added value and helped the audience understand how to apply the lessons to their own situation and to their own organization. He educated and inspired us all with his passion and experience.”

Sally Glick, Principal & Chief Growth Strategist
Sobel & Co., LLC

“On behalf of the Executive Directors of Union County Steering Committee, I congratulate you on your presentation: “Leadership Succession Planning: What Every Organization Needs to do NOW!” at our recent Nonprofit Networking Conference. The conference consisted of over 165 senior nonprofit administrators and Executive Directors of Union County nonprofits. The overwhelming feedback thought that your workshop was very motivational, thought provoking and high engaging and entertaining. We would highly recommend Dennis to any nonprofit organization seeking a dynamic speaker on leadership.”

Sidney Blanchard, Founder
Community Access Unlimited

Contact Dr. James McGuirk To Learn More About How DCM Can Assist Your Organization In Developing A Comprehensive Leadership Succession Plan