Book Description

Within the past decade, leadership has changed. The faces of leadership are changing into a new group of leaders with different strategies for leadership. Millennials have entered the workforce and are aged to enter into leadership positions. Millennial leadership will change the culture and operation of the workforce because of the unique way they prefer to operate as employees. Research has found that most millennials are entering the workforce while baby boomers are leaving the workforce and opening leadership and executive positions (Doyle, 2014). It also finds that millennials are the most difficult group of employees to recruit and retain. This can become a challenge when looking for employees to fill executive roles or implement them into succession plans. The need for leadership positions to be filled by competent and qualified employees are essential for all organizations. This need is fulfilled by succession planning. Succession planning is a plan that places a qualified incumbent into a leadership role in the event of succession. The plan would include an analysis based on the needs, goals, and strategies of the organization (HR Planning: Succession planning, 2015). In non-profit organizations the need for succession planning is very important. In small nonprofits with less than 50 employees it is recommended to find talent from within the organization. This allows new leadership to become installed with the same goals and a clear understanding of the mission and vision. An analysis of existing research and of my own qualitative research finds that most nonprofit organizations do not have an effective succession plan in place. It also finds that nonprofits are not prepared for millennial leaders. A face to face interview with a leader at XYZ Corporation finds that there is a method in place in the event of succession. They also mention that there is not a model or policy in place to allow continuity. A survey monkey survey distributed to nonprofit employees finds that many are not aware of what succession planning is or have not heard about it within their organization.