Succession planning at ALPA – Emerging Leaders Program

ALPA focus on succession planning through their Emerging Leaders Program. The program supports young emerging leaders to gain governance skills and experience in board settings and gives them a chance to see how a functional board operates. Youth sit on the board for twelve months before their position is reviewed by the board, who may choose to re-elect the youth to stay on the board for longer. Following the program, some emerging leaders are nominated for a formal voting position.

Families may not always have candidates with suitable board skills to nominate for directorship. The Emerging Leaders Program provides an opportunity for these families to have a voice in the organisation, through a nominated emerging leader. Each emerging leader liaises with landowners in their community to ensure that community interests are represented.

Each emerging leader is assigned a mentor director – usually an Elder with board experience – and are also supported by ALPA’s non-executive directors. The mentors assist the younger emerging leaders to understand board meeting protocols and processes. They’re also available to answer any questions that come out of discussions. Emerging leaders do not have voting rights but are actively encouraged to participate in all board activities and discussions.

The Emerging Leaders Program ensures that Yolŋu youth are given opportunities to develop valuable leadership and business management skills, as well as a say in how their organisation is run.

ALPA often call upon the Community Advisory Committees (CAC) for nominations to the Emerging Leaders Program. While the governance of each CAC is less structured than a company or corporation’s governance, the committees still follow ALPA’s best practice, including maintaining strong meeting minutes and agendas. The CAC’s can set up youth for a position as an emerging leader and ensures ALPA have a degree of succession planning in place.