Selecting Association Leadership: Managing Change When Changing Management

Professional membership associations, like all organizations, encounter times of transition. We have created this 3-part series to help association boards navigate smoothly through these challenges.

First, we provided 3 Steps to Starting the Search. Next, we worked to Define Your Search Criteria. Finally, we focus on successfully transitioning to new association management.

A number of causes can drive a shift in management: current or planned growth; a crisis or dissatisfaction with past management; or a change in strategy.

“Fresh, new management can be an exciting and positive time in the lifecycle of an association,” says Dara Rudick, Management HQ CEO, “When properly managed, this transition can truly pave the path to a great future for the association.”

In the following article, we focus on an association transitioning to an association management company (AMC) partner; however the principles apply to a number of management solutions. [bra_toggle collapsable=’yes’ caption=’Define Success’]

A successful transition can look different to different associations. Like most effective undertakings, it is wise to start with defined goals to measure the outcomes of your transition. It is also important to understand where your association is, and the driver for the change in management.

“Setting expectations around the specific needs of your association is always important,” says Rudick. “This is especially important during times of change.”

Work with your association management partner to develop a work plan, setting goals, timelines, responsibilities, and expectations.

“Your association management partner should be equipped to work in partnership with your board leadership to develop and implement a solid transition management plan,” says Rudick. [/bra_toggle] [bra_toggle collapsable=’yes’ caption=’Plan to Communicate’]

Define your stakeholders, determine your messages, and define when and how you will communicate with them.

“In a challenging transition, like when an executive director is abruptly terminated, it is especially important to define transition key messages,” says Rudick. “In many cases, your new AMC’s communications team can help to determine effective messaging and communications tools.”

[/bra_toggle] [bra_toggle collapsable=’yes’ caption=’Talk with a Unified Voice’]Oftentimes in times of change, board leadership may disagree on past actions – in the case of terminating a former executive director, for example – and may not have unanimously voted in favor of the new management solution.

While it is natural for a board to disagree and even healthy for board members to engage in debate, once an action has been approved, it is imperative that all board members publicly support the decision. Should this not be the case, a strong AMC partner should be prepared to handle any dissention. [/bra_toggle]

“A helpful mindset to have during the transition process is a general openness to change and willingness to work in partnership with your selected AMC,” advises Rudick. “Planning, communications, and a unified board go a long way in promoting positive, sustainable change.”