Succession Planning

The FAHS Succession Planning Guide is designed to assist historical societies and heritage groups to survive and thrive into the future. In light of the key challenges faced by historical societies around management of collections, effective knowledge transfer and the complexities of running a small business the FAHS has developed a framework that provides sustainability. Planning for succession is a critical component of this sustainability framework.

Succession Planning Guide

The Guide introduces succession planning, outlines why it is important and the framework for developing a succession plan. Some typical challenges and how to overcome them are addressed along with a range of success stories from around the country.

Guide

Succession Workbook

The Workbook takes you through seven steps to develop a plan for identifying your future needs for succession and developing potential successors for your organisation.

Workbook

Step 1: Mission & Vision

Articulate what you do, how you do it and also why you do it. You also need to know what long-term
inspired change you want to bring about.

Mission and Vision

Step 2: Current Position

It is critical to fully understand your current position so you can plan for your future success.

Current Position

Step 3: Critical Roles

Who are the people in your historical society who contribute to the vision and mission?
What roles do they currently perform?

Critical Roles

Step 4: Vacancies

Assess to the best of your ability the expected vacancies along with the skills or knowledge required in the role and any training required.

Vacancies

Step 5: Recruitment

Recruiting members with the relevant skills, interest and
commitment helps to ensure you can fill critical roles and support the society’s objectives now and over the longer-term.

Recruitment

Step 6: Development Plan

Being welcoming and inclusive is important to attract the types of people you want in your society and to bring new energy into the organisation. Develop strategies for how you might do this.

Development

Step 7: Evaluation

Undertaking a succession planning process helps you put a process in place for transfer of knowledge and strategies for dealing with anticipated future situations.

Evaluation

Succession Planning Guide The Guide introduces succession planning, outlines why it is important and the framework for developing a succession plan. Some typical challenges and how to overcome them are addressed along with a range of success stories from around the country.

Succession Workbook The Workbook takes you through seven steps to develop a plan for identifying your future needs for succession and developing potential successors for your organisation.

Step 1: Mission & Vision Articulate what you do, how you do it and also why you do it. You also need to know what long-term inspired change you want to bring about.

Step 2: Current Position It is critical to fully understand your current position so you can plan for your future success.

Step 3: Critical Roles Who are the people in your historical society who contribute to the vision and mission? What roles do they currently perform?

Step 4: Vacancies Assess to the best of your ability the expected vacancies along with the skills or knowledge required in the role and any training required.

Step 5: Recruitment Recruiting members with the relevant skills, interest and commitment helps to ensure you can fill critical roles and support the society’s objectives now and over the longer-term.

Step 6: Development Plan Being welcoming and inclusive is important to attract the types of people you want in your society and to bring new energy into the organisation. Develop strategies for how you might do this.

Step 7: Evaluation Undertaking a succession planning process helps you put a process in place for transfer of knowledge and strategies for dealing with anticipated future situations.