The Association Blog

The Association’s President & CEO has a suggestion for your New Year’s Resolution

Dear Colleagues,

A leader’s work is never done. And if that leader happens to be an animal welfare CEO, it can be nearly impossible to see even the smallest speck of light at the end of a very long, challenging and often dark tunnel. The complexity of our work is often underestimated. How often have members of your own extended family assumed you spend most of your day playing with puppies? The size and scope of our workloads and the fact that we spend so much time putting out fires can make it feel nearly impossible to think ahead. Yet, thinking ahead and planning for our future is a critical function of leadership.

Late last year and early this year I spent a considerable amount of time working on a detailed succession plan for my own role as President and CEO of The Association for Animal Welfare Advancement. I lucked upon an amazing resource, The Association CEO Succession Toolkit by Gary LaBranche. The book and accompanying flash drive empowered me to take that first step toward a Transition and Continuity Plan for The Association. The journey lasted about three months for me, and the destination made the trip worthwhile.  We now have a plan that covers most any potential eventuality that would lead to a CEO transition, temporary or permanent. Every “T” is crossed and every “I” dotted. LaBranche’s book was the ideal roadmap to follow.

We will soon publish a version of The Association’s plan in the Resources section of our website. And LaBranche himself will be the featured speaker on a webinar coming up January 15.^. Register here, so you can learn first-hand how to create a succession plan.

When I asked several leaders in our profession to share examples of executive succession plans I got very few responses. And those who did respond shared plans that were, frankly, not impressive. Thanks to LaBranche’s book, The Association’s plan provides our Board with a easy-to-follow plan covering disability, retirement, termination (voluntary or involuntary) and even untimely death of our CEO (that’s me). Our plan addresses (and prioritizes) stakeholder communication, interim leadership, the search process and so much more.  I even included a draft of my own obituary – creepy but empowering! Our board and staff will know everything they need to know to keep the organization operating seamlessly and on all cylinders.

I was prompted to take this major step by the realization that I am approaching retirement within the next three to four years and will soon be entering a long off-ramp. But, in the meantime, should I win the lottery (much nicer than the hit-by-a-bus analogy), The Association will continue to be a strong force for our members and the entire animal welfare profession. I’m not planning to leave tomorrow or even next year, but I also recognize that none of us is assured of good health and longevity. I think of our Transition and Continuity Plan as a sort of insurance policy for both my legacy and The Association I cherish. In this era of New Year’s resolutions, I hope you will resolve to develop a strong succession plan for your own organization. You know how it always seems to rain right after you wash your car? Maybe developing a Transition and Continuity Plan will ensure we all have long, prosperous lives!

Happy New Year,

Jim