Succession Planning

Preparing for Leadership Transition

Your term as State Chair will end. Whether you serve one year or several, planning for succession ensures the program continues to thrive after you step down. The best State Chairs view developing their replacement as a core responsibility.

When to Start Planning

Succession planning should begin early:

• From day one, document what you do and why
• By mid-term, identify potential successors
• Before your final year, have a transition plan
• Throughout your tenure, develop leaders at all levels

Identifying Potential Successors

Look for candidates who have:

• DAP experience: Successful service as Lodge or District Chair
• Leadership skills: Demonstrated ability to motivate and organize
• Time and commitment: Capacity to take on state-level responsibilities
• Respect of peers: Standing within the state Elks community
• Passion for the mission: Genuine commitment to drug prevention

You may not choose your successor—that often depends on state association bylaws—but you can develop and advocate for strong candidates.

Developing Future Leaders

Throughout your tenure, invest in leadership development:

• Involve high-potential District Chairs in state-level decisions
• Invite them to represent you at events or meetings
• Share the "why" behind your decisions, not just the "what"
• Provide honest feedback to help them grow
• Encourage their participation in regional and national DAP activities

Documenting Your Knowledge

Your successor shouldn't have to start from scratch. Document:

• Key contacts: School partners, DEA liaison, state officials, vendors
• Annual calendar: Deadlines, events, and cyclical activities
• Processes: How to order materials, run contests, submit reports
• History: What's been tried, what works, what doesn't
• Relationships: Notes on key stakeholders and how to work with them

The Transition Period

When your successor is selected:

• Meet to discuss the role and share documentation
• Introduce them to key contacts personally
• Include them in late-tenure activities and decisions
• Transfer files, passwords, and materials
• Be available for questions during their early months

Letting Go

Once you've transitioned:

• Step back and let the new chair lead
• Offer advice only when asked
• Avoid undermining decisions you disagree with
• Support the new chair publicly
• Redirect questions to them, not to yourself