Continuous Learning and the Succession Planning Process - Webinar 10.09.13

2,421 views

Published on

For the webinar recording and follow-up information http://www.bizlibrary.com/bizblog/posts/2013/october/continuous-learning-and-the-succession-planning-process-webinar-10913.aspx

Published in: Business, Technology
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
2,421
On SlideShare
0
From Embeds
0
Number of Embeds
3
Actions
Shares
0
Downloads
97
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

Continuous Learning and the Succession Planning Process - Webinar 10.09.13

  1. 1. Continuous Learning and the Succession Planning Process
  2. 2. Chris Osborn Vice President of Marketing cosborn@bizlibrary.com @chrisosbornstl Jessica Batz Marketing Specialist jbatz@bizlibrary.com @jessbatz @BizLibrary BIZLIBRARY.COM
  3. 3. 4,000+ Courses. 25 Topic Areas. Unlimited Access.
  4. 4. POLL QUESTION What is your most pressing concern about your next generation of leaders? A. We haven’t identified high potentials B. Skill gaps C. No development plan in place D. No resources to develop leaders E. Something else
  5. 5. It’s not just succession to the top – it’s getting the right person in place for every job. Some of tomorrow’s key jobs may not even exist now. If a firm plans to double in size in five years, they will need more talented managers. Robert M. Fulmer
  6. 6. What you’ll learn: Business case for a succession planning process in your organization Overcoming some common obstacles to successful implementation and delivery Best practices for succession planning in today’s economic market
  7. 7. Critical Trends • Demographics • Economics & organizational • Emerging competencies • Reduced employee loyalty
  8. 8. Overcoming Resistance • Replacement and job at risk • Open dialogue about weaknesses and skill gaps
  9. 9. Overcoming Resistance Self- interest What’s in it for me? CEO BUY-IN WIIFM Keep the process transparent
  10. 10. Aligned with organization’s strategic objectives. Best Practices: Succession Planning and the Bottom Line Analysis of current and future capabilities required. Focused on competencies, skills and values. Perceived as relevant and real by participants. Drives a culture of continuous learning and development.
  11. 11. Strategic Goal Alignment Requires executive INVOLVEMENT! • Current Goals • Future Goals • Understanding of current and future trends for organization and industry •
  12. 12. Understanding Capabilities • CURRENT and FUTURE needs to support the organization • Strategic goals and growth Two perspectives: – Organizational – Key Individuals •
  13. 13. Understanding Capabilities • Where are we now? • Where do we want to be? • Difference = Development Plan
  14. 14. Deciding Whom to Groom
  15. 15. Readiness SELF- SELECTION ASSESSMENTS • Values-driven behavior • Competencies • Career readiness OBSERVATION
  16. 16. Competencies and Skills • Targeted • Specific skill or performance gaps • Based on future needs • MUST be dynamic • Simple
  17. 17. Closing the Gaps • 3-4 Key competencies • Identify APPLIED competencies • Benchmark top performers • What does success look like? • What do they do?
  18. 18. Leadership Competencies • • • • • Vision Interpersonal skills Ability to develop others Intelligence Character Organizational governance ETHICS • • • • • Collaboration skills People development Digital literacy Global citizenship Anticipate the future
  19. 19. Relevancy and Support Clearly define standards, requirements and competencies. Link them to organization’s mission, vision and strategy. Communicate the link clearly to participants. Link the program to business results.
  20. 20. Continuous Learning 1. Holistic thinking 2. Integrated learning 3. Capacity for change and improvement 4. Focus on collaboration 5. Personal commitment
  21. 21. Leaders at All Levels Executive Development SENIOR DIRECTORS AND VICE PRESIDENTS Advanced Leadership MID AND SENIOR LEVEL MANAGERS Managing NEW MANAGERS AND NEWLY PROMOTED Supervisory and Team Lead HIGH POTENTIAL EMPLOYEES
  22. 22. Succession Planning Phases Consideration Adoption Exploration Transition
  23. 23. Succession Planning Phases Pre-Promotion Post-Promotion Consideration Exploration Transition Adoption Focus Selection Roles and Responsibilities Processes and Procedures Professional Identity Information Time Frame 1+ Year 1 Year or Less 1st 100 Days 6-18 months Activities • • • • Seminars Informational interviews Job shadowing Focus groups • • • • Training (Formal & Informal) Acting Manager Job Rotation Project Manager • • • Training (Formal & Informal) Mentoring Networking • • • • Training (Formal & Informal) Mentoring Feedback Peer Evaluation A Succession Plan for First Time Managers, Maria Plakhotnik and Tonette S. Rocco, T&D Magazine, December 2011
  24. 24. Some recommended resources… BIZLIBRARY.COM
  25. 25. Try us out free for 30-days Check out BizMobile Now Available for Android and iOS! 4,000+ Courses. 25 Topic Areas. Unlimited Access. Cloud-based Learning and Performance Technology.
  26. 26. Chris Osborn Vice President of Marketing cosborn@bizlibrary.com @chrisosbornstl Jessica Batz Marketing Specialist jbatz@bizlibrary.com @jessbatz @BizLibrary BIZLIBRARY.COM

×