Succession Planning for Leadership Roles in NDIS Businesses

Leaders of National Disability Insurance Scheme (NDIS) businesses have a specific set of skills to navigate compliance, funding changes, workforce challenges and participant expectations.

Succession planning is inherently intertwined with the business objectives and the purpose for which the business exists to serve.

While other areas of the workforce can be well-managed succession planning for leadership roles ensures essential skills and capabilities can be sustained, planned for and adapted to the business as required.

Succession planning in the NDIS sector is essential to:

• Continuity of Care

• Regulatory Expectations

• Workforce Retention

• Business Resilience.

Key steps in Succession Planning for NDIS Businesses involves:

• Identification of critical roles including CEOs, Directors, Service Managers, Clinical Leads and Finance Managers.

• Define Competencies for Success. Each leadership role requires both technical skills and sector-specific knowledge including an understanding of compliance, strategic leadership and cultural alignment.

• Build a Talent Pipeline. Identify high-potential staff and offer mentoring, leadership training and stretch assignments. In addition, by building relationships with external networks and universities to tap into emerging leaders.

• Create Development Pathways. Succession planning works best when staff know their growth opportunities like acting appointments when leaders are on leave, rotations across business functions and professional development linked to NDIS-specific leadership competencies.

At Transform Consultancy, we can support you with identifying, planning and implementing leadership development pathways.