Succession/Transition Planning
It will be important to think about developing a succession plan to ensure the continuity of the support group in case of leadership changes or transitions. Implement strategies to attract and retain new members, ensuring the long-term sustainability of the support group.
a. Identifying Potential Successors
Here are some ways to provide succession planning for support group leaders:
• Identify potential successors early and get them involved. Encourage members who show leadership potential to take on roles like greeting new members, moderating discussions, or coordinating outreach events. This gives them experience and visibility.
• Pair up newer members with more experienced leaders who can teach them the ropes and prepare them to eventually take over leadership roles.
• Make sure outgoing leaders write down information about processes, contacts, and other important institutional knowledge to pass on to their successors.
• Invite new potential leaders to ZERO’s Annual in-person training events focused on developing leadership skills.
• Establish transition timelines. When existing leaders plan to step down, provide sufficient notice (6 months to a year) so the group has time to prepare new leaders.
• Rotate interim leaders. Have potential successors take turns filling in as group facilitators when existing leaders have schedule conflicts. This gives them a trial in the leadership role.
28 | ZERO Prostate Cancer
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