Preparing for leadership transitions is critical to the success of any 9-1-1 dispatch center. This session explores how to create a strategic succession plan that identifies and nurtures future leaders, ensuring organizational stability and continuity. Attendees will learn how to assess talent, build development pathways, and integrate mentoring and training programs to cultivate the next generation of leaders. Through real-world examples and actionable strategies, this session provides the tools to proactively address leadership gaps and foster a resilient, future-ready workforce. Perfect for directors, supervisors, and CTOs committed to sustaining excellence in public safety communications.
Learning Objectives:
Identify Critical Roles and Competencies for Succession Planning:
1. Analyze the ECC's organizational structure to identify critical roles that require succession planning
2. Define the essential skills, knowledge, and competencies needed for success in these roles, tailored to the unique demands of emergency communications
3. Evaluate current team members' skills and performance using measurable criteria to identify high-potential candidates for leadership development.
Demonstratable Skills/Knowledge: Participants will show proficiency in mapping out organizational needs, creating competency frameworks for key positions, and utilizing assessment tools to identify leadership potential.
Design and Implement Development Pathways for Leadership Readiness:
1. Discuss individualized training and mentorship plans to prepare high-potential staff for leadership roles
2. Apply best practices for on-the-job training, cross-training, and rotational assignments to enhance team members' readiness for succession
3. Develop measurable benchmarks and timelines to track progress and readiness for leadership transitions
Demonstrable Skills/Knowledge: Participants will be able to design structured development plans, integrate professional growth into operational workflows, and apply metrics to monitor progress toward leadership readiness.
Create a Sustainable and Inclusive Succession Planning Framework:
1. Establish a formal succession planning policy that aligns with organizational goals and ensures continuity during leadership transitions
2. Incorporate diversity and inclusion practices to foster a leadership pipeline that reflects the community served
3. Evaluate and adapt succession plans annually based on changes in personnel, technology, and organizational objectives
Demonstrable Skills/Knowledge: Participants will demonstrate the ability to draft a comprehensive succession planning framework, integrate inclusivity measures, and conduct evaluations to ensure the plan evolves with organizational needs
