Transition time again...
It seemed not too long ago when I sat down with Fook Ming at McDonald’s in Sungai Dua for my LCP transition… now, it will be my turn to sit down with Kah Heng (Kaheng), my successor, in a few days’ time for HIS transition… gosh, time does fly, clichéd as it may sound.
I came across some transition documents handed down to me also by Fook a few weeks ago as I was clearing out my room in Desa Universiti, preparing to go home for good. Just thought I’d share some of the info i got from those documents here, some bits and pieces of interesting transition knowledge, for the benefit of anyone reading this blog who may be about to undergo the transition process soon.
Here goes.
The objectives of transition are to ensure continuity in directions, objectives, and goals of various departments towards the goals of the LC and the organization as a whole. The current EBs are to play a role of influence and guidance while transferring skills, knowledge and attitudes in preparing the elects to take over the management.
Broadly, there are two types of transitions, i.e. functional transition and personal transition. Transition happens in stages, e.g. old board to new board as a whole, and then one-to-one which is between VP and VP elect, LCP and LCP elect.
Functional transition happens when the elects are explained to in detail, their job role and function, as well as responsibilities. Personal transition will then cover the overall department SWOT and OGSM, as well as planning together for the new term so that the elect will have a rough idea how to proceed from that point onwards. Also, it is crucial that the elect has a rough idea of what he or she would like to do or achieve in his or her term before the whole elect team sits together to plan. During personal transition also, it is necessary for the successor and his or her predecessor to analyze what are the skills or knowledge needed for the successor to perform his or her role efficiently, and it is the responsibility of the elect to utilize the semester break to equip himself or herself with these necessary skills.
During transition, it is necessary to practice the following :
Ø maintaining an open atmosphere among both parties (current and new team) – e.g. be frank about the mistakes that were made and suggest ways in which these situations could have been avoided
Ø both parties should be excited about the transition process because it contributes towards the future development of the LC
Ø there should be a sort of continuity between the two terms, to build upon the good and improve upon the weak
Ø sufficient knowledge needs to be acquired before or immediately after transition – before; to ensure that the elect is clear what is being transitted, and after; to find out or clarify any doubts which were not clarified during the transition process, and to build upon the existing understanding.
Some questions that need to be asked during the transition process would ideally include :
- What activities did the LC do in the past term?
- What were the significant achievements? What did they do right?
- What were the disappointments? What did they not do right?
- What are the biggest challenges for the LC in the coming term?
- What will the LC’s focus be?
- What needs to be changed in the LC, and how are we going to do it?
These are just some pretty basic guides; I’m sure each LC has their own transition materials to facilitate a proper transition process! To end this entry, I’d just like to post up the list of elects for LC USM.
I came across some transition documents handed down to me also by Fook a few weeks ago as I was clearing out my room in Desa Universiti, preparing to go home for good. Just thought I’d share some of the info i got from those documents here, some bits and pieces of interesting transition knowledge, for the benefit of anyone reading this blog who may be about to undergo the transition process soon.
Here goes.
The objectives of transition are to ensure continuity in directions, objectives, and goals of various departments towards the goals of the LC and the organization as a whole. The current EBs are to play a role of influence and guidance while transferring skills, knowledge and attitudes in preparing the elects to take over the management.
Broadly, there are two types of transitions, i.e. functional transition and personal transition. Transition happens in stages, e.g. old board to new board as a whole, and then one-to-one which is between VP and VP elect, LCP and LCP elect.
Functional transition happens when the elects are explained to in detail, their job role and function, as well as responsibilities. Personal transition will then cover the overall department SWOT and OGSM, as well as planning together for the new term so that the elect will have a rough idea how to proceed from that point onwards. Also, it is crucial that the elect has a rough idea of what he or she would like to do or achieve in his or her term before the whole elect team sits together to plan. During personal transition also, it is necessary for the successor and his or her predecessor to analyze what are the skills or knowledge needed for the successor to perform his or her role efficiently, and it is the responsibility of the elect to utilize the semester break to equip himself or herself with these necessary skills.
During transition, it is necessary to practice the following :
Ø maintaining an open atmosphere among both parties (current and new team) – e.g. be frank about the mistakes that were made and suggest ways in which these situations could have been avoided
Ø both parties should be excited about the transition process because it contributes towards the future development of the LC
Ø there should be a sort of continuity between the two terms, to build upon the good and improve upon the weak
Ø sufficient knowledge needs to be acquired before or immediately after transition – before; to ensure that the elect is clear what is being transitted, and after; to find out or clarify any doubts which were not clarified during the transition process, and to build upon the existing understanding.
Some questions that need to be asked during the transition process would ideally include :
- What activities did the LC do in the past term?
- What were the significant achievements? What did they do right?
- What were the disappointments? What did they not do right?
- What are the biggest challenges for the LC in the coming term?
- What will the LC’s focus be?
- What needs to be changed in the LC, and how are we going to do it?
These are just some pretty basic guides; I’m sure each LC has their own transition materials to facilitate a proper transition process! To end this entry, I’d just like to post up the list of elects for LC USM.
President : Chua Kah Heng, Cedric
VP External Relations : Shobee Nair
VP Admin : Koo Jin Sheng
VP People Development : Kenny Lee Chia Sern
VP Exchange : Michael Peter Foo Wong Theam
Director of ER : Warda Sheikh Jaffar
Director of Admin : Yong Ming Fung
Director of PD : Desmond Ong Kean Chuan, Cindy Lim Tze Yan, Evelyn Augustin
Director of OGX : Tan Sze Yan
Director of ICX : Stefan Dawson
I wish them all the very best.
posted by kablooi at 4/20/2006 08:31:00 PM
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