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THE INS AND OUTS OF SUCCESSION PLANNING. Association of Catholic Publishers September 4, 2014. Carol Fowler [email protected] 312-320-9346 (Cell). What is succession planning?. A process for identifying and developing internal people to fill key leadership positions in an organization.

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The ins and outs of succession planning

THE INS AND OUTS OF SUCCESSION PLANNING

Association of Catholic Publishers

September 4, 2014



What is succession planning
What is succession planning?

  • A process for identifying and developing internal people to fill key leadership positions in an organization.

  • Replacement planning for key roles in a narrow sense is at the heart of succession planning

  • Broadly, it is a process that ensures staff is recruited and developed for ongoing staffing purposes.


Why bother
WHY BOTHER?

  • Small and medium organizations are often not adequately prepared for business succession.

  • We rely on staff to make the mission happen

  • Baby boomer reality!


Discussion
DISCUSSION

  • Given your personal experience and experience in your publishing organization, what are the key competencies for major leadership roles in your organization?

  • What could be some helpful developmental experiences for those who might be slated for significant leadership positions in your organization?


Key processes
KEY PROCESSES

  • Choosing the right employees

  • Developing employees for key roles


Processes and practices
PROCESSES AND PRACTICES

  • Identify key roles

  • Define competencies and motivational profile

  • Assessment with a future orientation

  • Identify pools of talent

  • Develop staff

  • CANDOR

  • Differentiation


Related processes of planning
Related processes of planning

  • Business Exit Planning

  • Integration of performance management and succession planning

  • Planning in family businesses


Steps in succession planning
STEPS IN SUCCESSION PLANNING

  • Capacity and needs assessment

  • Develop and implement the plan

  • Monitor and manage the plan


Succession strategies opm gov
SUCCESSION STRATEGIES (OPM.gov.)

  • Identify recruitment strategies

  • Identify retention strategies

  • Identify development/learning strategies

  • Link to HR practices of performance management, compensation, recognition, recruitment and retention, workforce planning


Effective succession planning has clear objectives kesler 2002
EFFECTIVE SUCCESSION PLANNING HAS CLEAR OBJECTIVES (Kesler, 2002)

  • Identify those with potential for greater leadership

  • Provide critical development experiences

  • Engage leadership in supporting such experiences

  • Build a good database to make better staffing decisions


First steps
FIRST STEPS

  • Reasonable financial stability of the organization is in place

  • Strategic plan and articulated mission, vision and values are in place

  • CEO is engaged, supportive and involved

  • Performance management system is in place

  • (Compass Point)


Emergency succession planning
EMERGENCY SUCCESSION PLANNING

  • Identify critical executive functions and responsibilities

  • Document key relationships, contacts and processes

  • Readily available file for key documents, strategic plans, operational plans, calendars, activitiesd, etc.

  • Create policy and procedure for immediate implementation when necessary

  • Good succession planning should reduce the number of times an emergency succession plan needs to be implemented.


Legal note
Legal Note:

  • A succession plan is not a guarantee of future employment but rather a developmental plan to prepare staff for possible opportunities and organizational needs.


Discussion1
DISCUSSION:

  • Can you think of some examples of times in your current organization or a different organization when lack of succession planning created a major problem?

    For example: perhaps there was an untimely death of a leader or unexpected long term illness in which that person had key processes and knowledge “in her head?”


Benefits of succession planning
BENEFITS OF SUCCESSION PLANNING

  • Aligns staff and staff development with strategic plans of the organization

  • Builds leadership capacity of staff

  • Aligns staff development with Board and C-Suite goals

  • (The Fogarty Group)


How leaders develop
HOW LEADERS DEVELOP

  • Coaches, mentors and bosses

  • Peer groups including professional organizations

  • Formal training and leadership development programs

  • Topical workshops

  • (Nonprofit Leadership Development: A Model for Identifying and Growing Leaders. Bonner and Obergas)


Discussion2
DISCUSSION:

  • What are some key challenges to effective succession planning?


Bibliography
BIBLIOGRAPHY

  • A Succession Planning Checklist – Compass Point

  • Nonprofit Leadership Development: A Model for Identifing and Growing Leaders. Bonner and Obergas

  • Emergency Succession Planning Template

  • Leslie Bonner, Bonner Consulting

  • Gay Fogarty, The Fogarty Group

  • Office of Personnel Management opm.gov


Bibliography cont
Bibliography cont.

  • Succession Planning – HR Toolkit, HR Council of Canada hrcouncil.ca

  • Leading Organization Design by GregorgyKesler

  • GOOGLE

  • Winning by Jack Welch

  • Advantage by Patrick Lencioni


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