Organisations often face challenges of talent retention, management and development, in particular, succession management. Non-profit organisations (NPOs) are not spared, especially the smaller organisations, where the challenges are even greater due to resource constraints. It is know that there are difficulties in attract talents to this sector and NPOs often struggle with staffing, funding, fund raising and staff retention.
Succession planning in Non-Profit Organisations (NPOs) is important to ensure sustainability of the organization, its vision and mission. When the leader leaves the organisation, they typically take along with them critical knowledge If this is not retained or transferred to the team or the new leader, it can lead to dire consequences. It may result in the loss of staff morale, reduced productivity, loss of donors or donations and even threaten the organisation’s vision and mission. Therefore, there is a need to prepare for the planned succession of the leaders and ensure that leadership transition is effectively handled.Learning Outcomes – You will be able to:
Ms Lillian Lee is currently a Board member of Renci Hospital. She chairs the Renci Remuneration Committee that guides the HR department on leadership, learning and development, and HR policies and processes. Ms Lee retired as the Head and Senior Vice-President of HR and Organisation Development in Sembcorp Industries (SCI) in March 2019, having served the Group for 22 years. In her tenure in SCI, she was responsible for the HR management of SCI globally. She was awarded the Medal of Commendation by the NTUC in May 2010 in recognition of her efforts in building up excellent labour management relations in SCI.
Ms Lee spent 8 years in then the National Productivity Board (currently know as Enterprise Singapore) and her last appointment there was in management consultancy and training.