Developing Future Association Leaders
In an article for Psychology Today, Dr. Jenny Grant Rankin cautions against stereotyping generational differences; an important reminder as many associations struggle with the challenge of developing future association leaders. While volunteer boards often agree on the value of bringing in young professionals, the real barrier is often a reluctance to evolve outdated practices and policies.
If we don't provide early-career professionals with a clear and meaningful path to leadership, they will look elsewhere for opportunities to grow. The traditional idea of “paying your dues” is increasingly seen as outdated. Organizations that have lengthy leadership commitments and excessive requirements are missing out on talented volunteers.
It's time to question our long-held practices. When was the last time your board assessed the leadership competencies the next generation truly needs? Today’s technology-native professionals can streamline inefficient processes, while international members can expand the reach and diversity of your community. If the same volunteers have held committee seats for years, newer voices may feel discouraged from engaging; believing they won’t be heard or valued.
Succession Planning and Inclusive Association Leadership
So, how do you intentionally identify and support the next generation of association leaders?
- Engage student leaders by giving them both visibility and a meaningful platform to contribute.
- Offer a transitional membership tier to help students smoothly shift into professional membership, supporting retention and long-term engagement.
- Encourage current leaders to mentor and nominate emerging talent from their own companies or networks.
- Involve early-career professionals in shaping your education programs to ensure the content reflects their needs and interests.
This isn't about creating shortcuts; it's about volunteer leadership development through intentional inclusion and real responsibility. The solution goes beyond forming a young professionals group or assigning a single board seat. To truly invest in association leadership succession planning, we must amplify younger and more diverse voices, the sooner, the better.
Beth Mauro
Chair, AH Foresight Council
