BOT training with Sue Roughton in Nelson
Succession planning is the strategic, systematic and deliberate effort to ensure readiness, recruitment and retention.
Identify skills desired, put some names on the table, shoulder tap, advertise for skills required- but carefully as you don't want to influence things the wrong way!
Put things a different way- what's in it for you? A chance to learn new skills, and give back to the community
Getting ready- organise a governance manual for new trustees with copy of charter, trustees register, last 3 sets of minutes etc
Do a board skills audit
Send potential trustees to the Aspiring Trustees workshops next term
Discuss the Code of Conduct for trustees, regularly
Worthwhile to send BOT to conference and NZSTA courses
Consider what your outgoing board's legacy will be
Good idea to set up a different email address for board stuff- can be confidential info involved
If others have 500 children but struggle to get 5 parent reps maybe we are doing really well with 46 students and 3 reps.
The importance with which the board is viewed, can be seen by the amount of effort dedicated to board recruitment, orientation and training.
Nathan Garber
The training is certainly available and it is always good. The challenge is to get our board members along.
Lots of things that need to be checked on, to see if they are in place for our new board.I feel we need to up our game!
Action Steps:
Invite potential trustees to NZSTA trainings
Have charter consultation meeting
BOT Spot in Newsletter- let people know what the Board is about
Ensure clear delegations are in place- make recommendations to the board, who then make the decision
Good idea to have two trustees on committees
Ensure new trustees folders are ready
To be fair, in my experience MOST boards need to up their game... that's the nature of a voluntary organisation I reckon! If you did one thing, my pick would be the code of conduct and build it into the work cycle at least once every 2 meetings ;-)
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