George R. Kelder Jr., CFSP
There are a few things in life that are best not left until the last minute. Estate planning comes to mind. So does getting your continuing education credits in before the February 28, 2027 deadline. And for those of us who have ever waited until December 20 to start Christmas shopping, we know exactly how well procrastination works.
Planning for the future of a complex organization, however, is not something you want to put off until the last minute.
Under the guidance of your association Executive Committee, plans have been underway for many months regarding my retirement as executive director of the New Jersey State Funeral Directors Association.
The date is still more than a year away. So I am not packing boxes, cleaning out my desk or purchasing a cottage in Ireland just yet. There is plenty of work to do, and I intend to keep doing it.
But after joining the NJSFDA in 1989, I have come to appreciate that one of the most important responsibilities of leadership is making certain an organization is prepared for what comes next. That responsibility does not begin when someone announces a departure. It begins long before that, with planning, mentoring, sharing knowledge and giving capable people the opportunity to grow. That is exactly what we have been doing.
The NJSFDA was founded in 1902. Think about that for a moment. This organization has served New Jersey's funeral service professionals through generations of change, economic challenges, legislative battles, technological advances and more than a few debates about how things ought to be done.
It has survived because its purpose has always been bigger than any one individual. The people occupying the offices, serving on committees, leading the boards and working behind the scenes have changed over the years. The responsibility to represent and serve our members has not.
That is why I want you to understand something important: Preparing for a leadership transition is a sign that we are taking our responsibilities seriously.
We have talented people on our staff who understand this organization, know our membership and are being given opportunities to develop the skills and experience necessary for the next chapter. Training and preparation are already part of the process. There is institutional knowledge to share, relationships to strengthen and plenty of lessons that only experience can teach.
No one should expect an organization to stand still simply because a familiar face has been there for a long time. Nor should anyone assume that a change in leadership means starting over. The objective is to build on what works, recognize what needs improvement and make certain that the people who follow us are prepared to meet the challenges ahead.
Over the coming months, I intend to write more about our people, our history and the work required to keep this association strong. Not every member sees what happens behind the scenes, and that is understandable. Most of you have businesses to run, families to care for and communities depending on you. You expect your association to be there when you need it.
That expectation will not change.
I have always believed that our members deserve honesty, preparation and a clear understanding of where their association is headed. You should not have to wonder whether the organization will be ready for the future. We have a responsibility to make sure it is.
There is work to do between now and then, and we intend to do it. The best way to honor the organization that has been such a significant part of my professional life is to help ensure that it remains strong long after I have turned over the keys.
Besides, if nearly 125 years of NJSFDA history have taught us anything, it is that this association has a way of carrying on.
And that is precisely how it should be.