The CTML101 Community

Greetings All!

This was a pretty interesting topic in the comfort of the Lowell Hall reception area following Monday night's Scotch Tasting at the Madison 2007 Conference. As it recently resurfaced in the CTML101 E-mail chat, I thought it might be fun to try moving this into a forum format for those who want to explore it further.

The initial conversation went something like this:  "I'm nearing retirement age and want to find a good way to leave my theatre in good hands when that time comes."  It went on further discussing options like bringing someone on board to "groom" them into the position...or would it be better to let a new person find their own way with a completely fresh start?

How long might it be before your organization will face this issue?

Have you and your Board had conversations about this?  If so, what were they?

Are there any source materials to aid in this process?

Have you ever been a part of this process in a theatre or in any other organization?

The slate is clean and waiting for your ideas and thoughts!

Enjoy the dialogue!

-Kurt
CTML101 List Manager

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Thanks for opening this discussion, Kurt.  This is a topic that I have an interest in talking about further.  I think we all know of theatres that tried very hard to make sure they planned for change related to staff retirement and in spite of that struggled.  I've talked recently with a board member who is implementing succession planning in their business but it's a much bigger business.  They basically are identifying who is interested and appropriate to be groomed to move up various ladders within their business and one of the most important aspects of what they are doing in transparency.  For a small business (even those of us who are larger) it becomes much more complex.  So, please....let's hear it from those who are thinking about this and how to protect all of the hard work we're doing from poor future planning.