Project 1.4 - Identifying and encouraging new leaders
Pillar outcome: A new Member journey (including into leadership)
Issues
The ability to identify and encourage new leaders when people are scared of potential conflict and the time import.
People feel thrown into positions (a universal experience).
Everyone is a leader, but we are tied up with labels.
There is no mentoring between leaders as succession occurs.
Identified task(s)
- Communicate the value of succession planning at all levels (formal and informal leadership);
- Create a framework on how we find good leaders;
- Mentoring: allowing for discernment and handover to guide new leaders in their journey
- Affirmation and feedback from leader to leader
- Socialisation, where we can find emerging leader’s gifts; and
- Assess members and identify leaders.
Success indicator(s)
- New leaders are engaged with formal courses, succession planning and finding inclusivity
- Positions are valued, as is diversity of leaders
- Sharing of a person’s gifts, skills and attitudes
- It takes a good leader to identify a good leader
Related sub-projects
1.5 Leadership skills and training
2.1 Vision for future Conference experiences
2.4 Sharing information and resources between Conferences
2.5 Whole-of-Society communication
3.2 The human interactions that support change
3.3 Promoting and sustaining experimentation
3.4 Accountability and following through
Resources
Champion Tom E and Natasha S
S/T support:
Tas – Identifying and supporting leaders
CG – formation program for regional office bearers
WA – leadership training and succession planning
Project team: Michelle C; Paul E; Kerry M; Travis N; Sharky A; Catherine M; Arthur D; Corey M; Claire V; Mark G; David K. Members wishing to join this team should contact congress@svdp.org.au
National Support:
- Establish Teams site for Project team
- Communicate on website
- National Mission and Spirituality Network for advice on implementation
-
NCS via congress@svdp.org.au
Progress
A draft handover template has been prepared and trialled in Western Australia and Victoria. The draft template was refined and is going through an internal clearance process.
The project team is now turning its attention to succession planning and is giving thought to developing a succession plan life cycle - that is, what is the normal sequence of activities that need to happen to ensure good succession planning.
Following that, the project team will consider the following topics:
- Networking and partnerships
- Encouraging diversity and inclusion
- Nomination and selection processes
- Continuous feedback and evaluation.
Diverse, Flexible Conferences for Impact sub-projects
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