Developing New & Future Executives
Program Description
It is common practice for great non-profit organizations to build a customized orientation program for executive directors. An uncommon practice is to design a program to build executive skills in the succession pipeline in the months ahead of vacancies. By combining targeted skills development with coaching and mentorship, new executive directors achieve better results, more quickly.
Learn how to adapt an existing executive development program or build a new one from the ground up. Create a mission-focused program by:
- Identify the key attributes of a successful executive and what specific skill sets contribute to their behavior
- Categorize learning experiences by moments of learning need
- Generate a strategy for assembling a mentorship network at multiple levels of the organization
- Establish a series of learning outcomes that provide ample opportunity for new or aspiring executives to perform under the guidance of a coach or mentor
Track
Building Capacity
Content Leaders
![[photo]](https://secure.gravatar.com/avatar/f2e2ddcf440b1b7ee87a6a37a4a5bbd6.png?d=https://proposalspace.com/images/no_photo.png&r=PG&s=50 "Lawrence Hiner, CA Community Action Partnership Association (CalCAPA)")
Lawrence Hiner, CA Community Action Partnership Association (CalCAPA)
Title
Training Coordinator
Website
Bio
Lawrence has 15 years of experience in developing management and leadership programs for both non-profit and for-profit organizations. His current project is to modernize the learning and development programs for federal grant-funded organizations in California. His association sees an average of 20 new executive directors assuming their role each year. His goal is to apply tools built through experimentation in corporations to the non-profit world.