Succession Planning

Without a plan, volunteer burnout is inevitable. Succession planning ensures you’re always preparing the next group of leaders — before roles become vacant.

• Identify critical roles and when terms end
• Shadowing: allow new volunteers to observe a role before taking it on
• Use short-term “try-before-you-commit” task-based roles
• Ask early in the season who might be willing to step into future roles

• Identify future leaders early – encourage and mentor volunteers, players, or parents who show interest or skills that could suit committee roles.
• Create understudy or “assistant” roles – e.g. Assistant Treasurer or Vice-President, so people can learn the ropes before taking on the main role.
• Rotate responsibilities – spread tasks across subcommittees or working groups so knowledge is shared and not concentrated with one person.
• Document processes – keep clear records, role descriptions, handover notes, and timelines for key tasks (registrations, reporting, grant applications).
• Offer training and support – connect volunteers to governance workshops, online courses, or mentoring from regional/state sporting bodies.
• Set term limits or review periods – encourage healthy turnover so new people have opportunities to step in.
• Actively recruit – approach parents, former players, or community members with specific skills (finance, IT, marketing, legal, fundraising).
• Celebrate and recognise volunteers – showing appreciation encourages more people to step up when leadership changes.