Succession planning is a concept not well known nor used in education. Businesses, non-profit entities, medical organizations, and the military have used many of the concepts for decades with varying degrees of success. A framework and practical guidelines are provided for anyone with hiring authority or interest in leadership development in educational organizations. The identification of future talent, the targeted and specific development and mentoring, and the retention of the most promising employees comprise the three major components to a quality plan. Most importantly, the unique organizational culture must be considered across every phase. A lack of planning can be costly and detrimental to performance, which in an educational setting equates to lower student achievement. A quality succession plan can be used to foster engagement from all levels of stakeholders and ensure qualified individuals are prepared to assume positions of greater authority at every level of the organization. There is no universal answer, no “one-size-fits-all” approach; however, with strategic initiatives and the proper support from senior leaders, a leadership pipeline can be established in any educational organization, not just for the present, but for future needs.
Christopher M. Parfitt, EdD is Senior Director, Grants and Alumni Relations at Hodges University; he has previously served as director of institutional effectiveness, as professor of educational leadership, as a school administrator, in a school district central office, and as a teacher. Chris is a past president of the Southern Regional Council on Educational Administration, and has been co-editor of the Southeast Journal of Educational Administration since 2019.
Foreword by Lou L. Sabina, Ph.D.
Chapter 1. An Introduction to Succession Planning
Part I: Identification of Leadership Talent
Chapter 2. Basic of Talent Identification
Chapter 3. Multiple Measures for Identification
Chapter 4. Internal Versus External Sources of Talent
Chapter 5. Characteristics of High-Potential Talent
Part II: Targeted and Specific Development and Mentoring
Chapter 6. An Overview of Talent Management
Chapter 7. Avoiding Generic Training
Chapter 8. Targeted and Specific Development
Chapter 9. Mentoring
Part III: Retention of Promising Talent
Chapter 10. Issues of Retention
Chapter 11. Practical Solutions for Retention
Chapter 12. The Importance of Culture for Retaining the Best
Part IV: An Overarching View and Assessment of Succession Planning
Chapter 13. Bringing a Plan to Fruition
Chapter 14. Assessing a Plan
Chapter 15. Final Thoughts
About the Author
At a critical time in education, Christopher Parfitt provides a valuable perspective on succession planning in schools. Succession Planning: A Framework and Guidelines for School Leaders provides both a practical and thought-provoking approach to sustainability in school leadership. As a school principal for nearly 10 years, and now an educational leader at the division-level office, this book simply could not come at a better time as we see more and more teachers and leaders leaving their positions. I recommend this book as a necessary and significant read for educational leaders across the country.
Dr. Chris Parfitt explains the need for leadership succession planning, an often overlooked issue in school districts, in his book Succession Planning: A Framework and Guidelines for School Leaders. As a PK-12 school leader, and an adjunct professor in a College of Education, I know firsthand the importance of a solid leadership succession plan. Dr. Parfitt’s book is based on years of his dedicated research and relays practical ideas for all school districts to utilize. This book is a must read for K-12 school and district leaders.
Succession Planning: A Framework and Guidelines for School Leaders developed by Dr. Christopher Parfitt provides practical guidance that all levels of educators can benefit from. These easy-to-read processes ensure new leaders thoroughly prepare at every level of the organization. Although Dr. Parfitt focuses primarily on the K-12 level, his framework and guidelines address complex organizational cultures. Dr. Parfitt emphasizes that to understand great educational leaders, we must first understand how to identify, train, and retain these aspiring leaders.
Christopher Parfitt provides school leaders with a blueprint for succession planning. Parfitt’s work provides a comprehensive approach that will equip school leaders with the requisite practices that can be readily absorbed within the fabric of the organization. The application of his framework will propel any organization toward sustainability and operational success.
Dr. Chris Parfitt provides a blueprint for helping an organization grow up and prepare its staff for new roles. While he focuses on education (primarily K-12), the concepts and principles he outlines are also applicable to all types and sizes of business and nonprofit organizations. Any organization that wants to succeed must focus first on its own employees. Their individual successes will link up to create a successful organization and Dr. Parfitt provides an easy-to-read roadmap for this achievement. Our business is helping other businesses "grow up" and we recommend this book to those looking to build and sustain a great company culture by investing in their staff.