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POLL QUESTION
What is your most
pressing concern
about your next
generation of
leaders?
A. We haven’t
identified high
pote...
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 ma...
What You’ll Learn:
1. Best practices in succession
planning and HIPO
development programs
2. A practical model for selecti...
Critical Trends
• Broad Market Forces
and Trends
• Emerging
competencies
• Future Job Needs –
Likely Unknown Today
• Reduc...
Best Practices:
Succession Planning and the Bottom Line
Aligned with organization’s strategic objectives.
Analysis of curr...
S.W.O.T. ANALYSIS
STRENGTHS: What do we
do well today? Will our
strengths prepare us for
future success?
WEAKNESSES: What ...
REQUIRES
EXECUTIVE
INVOLVEMENT!
STRATEGIC GOAL ALIGNMENT
Understanding of current and future
trends for organization and i...
OPPORTUNITIES THREATS
Are our strengths aligned
to take advantage of
opportunities?
Do our weaknesses
stand in the way?
Wh...
LOW
PERFORMANCE
AND
HIGH POTENTIAL
HIGH
PERFORMANCE
AND
HIGH POTENTIAL
HIGH
PERFORMANCE
AND
LOW POTENTIAL
LOW
PERFORMANCE
...
Deciding Whom to Groom
LOW SELF AND HIGH OTHERS
• Under utilized skills
• Motivation to excel may be
issue - career goals may
not be aligned with...
Readiness
SELF- SELECTION
ASSESSMENTS
• Values-driven
behavior
• Competencies
• Career readiness
OBSERVATION
CURIOSITY
INSIGHT
ENGAGEMENT
DETERMINATION
LOOK FOR POTENTIAL
Understanding of current and future
trends for organization ...
COLLABORATION
LEARNING AGILITY
PEOPLE
DEVELOPMENT
DIGITIAL LITERACY
GLOBAL
CITIZENSHIP
Vision
Interpersonal Skills
Ability...
CLEARLY DEFINE
STANDARDS,
REQUIREMENTS
AND
COMPETENCIES
RELEVANCY AND SUPPORT
Communicate the why, how and when?
Managers need to stretch, challenge, and
coach their high-potential employees…
Without multi-dimensional dialogue about th...
HOLISTIC THINKING
INTEGRATED
CHANGE CAPACITY
COLLABORATION
COMMITMENT
CONTINUOUS LEARNING
A learning culture has five key ...
Leaders at All Levels
Supervisory and Team Lead
HIGH POTENTIAL EMPLOYEES
Managing
NEW MANAGERS AND NEWLY
PROMOTED
Advanced...
Consideration
Exploration
Transition
Adoption
Succession Planning Phases
Succession Planning
Phases Pre-Promotion Post-Promotion
Consideration Exploration Transition Adoption
Focus Selection Role...
Best Practices:
Succession Planning and the Bottom Line
Aligned with organization’s strategic objectives.
Analysis of curr...
BIZLIBRARY.COM
Course: Let Managers Learn From
Their Mistakes
Target: Managers
Course Title:
QuickTalks: Rob Kaplan:
Leade...
BIZLIBRARY.COM
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Unlimited Access.
Improve your empl...
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Chris Osborn
Vice President of Marketing
cosborn@bizlibrary.com
@chrisosbornstl
Erin Pinkowski
Marketing Ma...
Succession Planning and the Development of Your High Potentials - Webinar 06.11.14
Succession Planning and the Development of Your High Potentials - Webinar 06.11.14
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Succession Planning and the Development of Your High Potentials - Webinar 06.11.14

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There are two separate and distinct aspects to effective succession planning initiatives. The organizational or strategic perspective usually dominates the conversation, and that’s okay. It’s at this level organizations make investments, drive the type of senior leadership involvement and generate alignment with organizational objectives that are the hallmarks of great programs. In the final analysis, however, succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of success planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”

The two dominant challenges to HIPO development are:
Selection of participants
Building effective development plans

In this webinar we will discuss emerging thought leadership on both subjects and provide some practical suggestions for development your own high potential employees.

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Succession Planning and the Development of Your High Potentials - Webinar 06.11.14

  1. 1. 6,000+ Courses. 25 Topic Areas. Unlimited Access. Improve your employees' performance with the largest and fastest-growing library of on-demand training videos and eLearning courses today!
  2. 2. 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
  3. 3. 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. Robert M. Fulmer, Growing Your Company’s Leaders
  4. 4. What You’ll Learn: 1. Best practices in succession planning and HIPO development programs 2. A practical model for selecting participants for a success planning or HIPO development program 3. A model for determining the development targets and competencies for your program
  5. 5. Critical Trends • Broad Market Forces and Trends • Emerging competencies • Future Job Needs – Likely Unknown Today • Reduced employee loyalty
  6. 6. Best Practices: Succession Planning and the Bottom Line Aligned with organization’s strategic objectives. Analysis of current and future capabilities required. Focused on potential and values. Perceived as relevant and real by participants. Drives a culture of continuous learning and development.
  7. 7. S.W.O.T. ANALYSIS STRENGTHS: What do we do well today? Will our strengths prepare us for future success? WEAKNESSES: What do we do poorly and why? Can we do LESS of this? What steps must we take to either improve or minimize the risks? OPPORTUNITIES: What are our greatest opportunities for growth? Are our strengths aligned to take advantage of them? Do our weaknesses stand in the way? THREATS: Where are we vulnerable? Are our biggest threats external or internal? Market-driven or competition? Lack of talent or not the right talent?
  8. 8. REQUIRES EXECUTIVE INVOLVEMENT! STRATEGIC GOAL ALIGNMENT Understanding of current and future trends for organization and industry.
  9. 9. OPPORTUNITIES THREATS Are our strengths aligned to take advantage of opportunities? Do our weaknesses stand in the way? Where are we vulnerable? Are our biggest threats external or internal? Market-driven or competition? Lack of talent or not the right talent?
  10. 10. LOW PERFORMANCE AND HIGH POTENTIAL HIGH PERFORMANCE AND HIGH POTENTIAL HIGH PERFORMANCE AND LOW POTENTIAL LOW PERFORMANCE AND LOW POTENTIAL 5 5 4 4 3 1 2 1 2 3 High High Low PERFORMANCE TO POTENTIAL POTENTIAL PERFORMANCE
  11. 11. Deciding Whom to Groom
  12. 12. LOW SELF AND HIGH OTHERS • Under utilized skills • Motivation to excel may be issue - career goals may not be aligned with area HIGH SELF AND HIGH OTHERS • Areas of true strength • Focus for development • Opportunity for major gains in productivity and career growth HIGH SELF AND LOW OTHERS • Blind Spots • Substantial need for coaching • Opportunities for significant career conflict and disaster LOW SELF AND LOW OTHERS • Areas to avoid and move away from to the extent possible • Coach techniques to minimize potential career harm 5 5 4 4 3 1 2 1 2 3 High High Low PERFORMANCE RATINGS OF SELF AND OTHERS OTHERS SELF
  13. 13. Readiness SELF- SELECTION ASSESSMENTS • Values-driven behavior • Competencies • Career readiness OBSERVATION
  14. 14. CURIOSITY INSIGHT ENGAGEMENT DETERMINATION LOOK FOR POTENTIAL Understanding of current and future trends for organization and industry.
  15. 15. COLLABORATION LEARNING AGILITY PEOPLE DEVELOPMENT DIGITIAL LITERACY GLOBAL CITIZENSHIP Vision Interpersonal Skills Ability To Develop Others Intelligence Character
  16. 16. CLEARLY DEFINE STANDARDS, REQUIREMENTS AND COMPETENCIES RELEVANCY AND SUPPORT Communicate the why, how and when?
  17. 17. Managers need to stretch, challenge, and coach their high-potential employees… Without multi-dimensional dialogue about these issues, managers tend to hold on to their high-potential people instead of helping them along an intentional developmental pathway. High-potentials then may interpret this as a lack of company support and will be inclined to look elsewhere. Ron Ashkenas, The Paradox of High Potentials Harvard Business Review
  18. 18. HOLISTIC THINKING INTEGRATED CHANGE CAPACITY COLLABORATION COMMITMENT CONTINUOUS LEARNING A learning culture has five key elements.
  19. 19. Leaders at All Levels Supervisory and Team Lead HIGH POTENTIAL EMPLOYEES Managing NEW MANAGERS AND NEWLY PROMOTED Advanced Leadership MID AND SENIOR LEVEL MANAGERS Executive Development SENIOR DIRECTORS AND VICE PRESIDENTS
  20. 20. Consideration Exploration Transition Adoption Succession Planning Phases
  21. 21. 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 • Acting Manager • Job Rotation • Project Manager • Training • Mentoring • Networking • Training • Mentoring • Feedback • Peer Evaluation A Succession Plan for First Time Managers, Maria Plakhotnik and Tonette S. Rocco, T&D Magazine, December 2011
  22. 22. Best Practices: Succession Planning and the Bottom Line Aligned with organization’s strategic objectives. 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.
  23. 23. BIZLIBRARY.COM Course: Let Managers Learn From Their Mistakes Target: Managers Course Title: QuickTalks: Rob Kaplan: Leadership Lesson: You Must Ask the Right Questions to Adapt Target: Leaders at All Levels
  24. 24. BIZLIBRARY.COM Free trial of the BizLibrary Collection 6,000+ Courses. 25 Topic Areas. Unlimited Access. Improve your employees' performance with the largest and fastest-growing library of on-demand training videos and eLearning courses today!
  25. 25. BIZLIBRARY.COM Chris Osborn Vice President of Marketing cosborn@bizlibrary.com @chrisosbornstl Erin Pinkowski Marketing Manager epinkowski@bizlibrary.com

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