3. SUCCESSION
PLANNING
FROM
THE
MANAGER’S
PERSPECTIVE
WORKSHOP
STEP-‐BY-‐STEP
TO
MANAGE
YOUR
OWN
SUCCESSION
PLANNING
Sedona
Management
LLC
January
2015
4. What
is
Succession
Planning?
• A
process
to
have
the
right
people
in
the
right
place
and
3me
to
take
leadership
roles
• An
internal
process
by
management
to
create
leadership
bench
strength
• YOU
have
the
choice
to
influence
the
succession
planning
process!
SedonaManagement.com
2015
5. Doing
Your
Best
Work
Some3mes
Is
Not
Enough
• Limited
Promo3ons
• Peers
Get
Top
Projects
• Toxic
Work
Environment
• Challenging
Objec3ves
• And
Feeling
Burnout
• So…How
Do
You
Leverage
Your
Succession
Planning?
• By
Working
Towards
High
Poten3al
Employee
Status
SedonaManagement.com
2015
6. What
People
Say
About
High
Poten3al
Employees
• They
Understand
the
Business
– Conceptual
Thinking
• Peers,
Senior
Leaders
and
Direct
Reports
Respect
the
Individual
– Ability
to
influence
others
• They
are
Go
Ge^ers
– Realis3c
but
challenging
results
• Mo3vates
Teams
– Increases
employee
engagement
• They
Have
Courage
– Manage
ambiguity
So…for
a
manager,
how
do
you
proac3vely
and
in
a
pragma3c
way
get
others
to
describe
you
this
way?
SedonaManagement.com
2015
7. • Assess
yourself
on
the
Manager’s
Life
Quadrant
Model
1
• Select
Succession
Planning
Strategy
2
• Develop
and
execute
gap
ac3onable
plan
3
Step-‐by-‐Step
to
Leverage
Your
Own
Succession
Planning
SedonaManagement.com
2015
8. Low
Poten3al
High
Underachiever
Exceeds
Expecta3ons
Danger Zone
High
Potential
Manager’s
Life
Quadrant
Model
Most
Managers
Do
Not
Stay
in
One
Quadrant
Get
Experience
SedonaManagement.com
2015
Achieves
Mastery
9. Time
Spent
Projects
Worked
On
Big Picture
Achieve High
Potential
Status
Working
Toward
High
Poten3al
Status
Get Impactful
Results
10. Gap
Ac3on
Plan
Steps
Ac>ons
1:
Select
Performance
and/or
Growth
Strategy
Establish
required
strategy
2:
Iden3fy
gap
to
improve
Gap
analysis
3:
List
specific
ac3ons/ac3vi3es
Specific,
measurable,
a^ainable,
relevant
&
3me
bound
4:
Report
out
results
Others
Evaluate
results
SedonaManagement.com
2015
11. Measure
Results
A
Proac3ve
Approach
to
Achieve
High
Poten3al
Employee
Status
Current
Job
1
yr
2
yr
3
yr
SedonaManagement.com
2015
12. Resources
• One-‐Day
Workshop
• Manager’s
Life
Quadrant
Assessment
• Succession
Planning
Strategy
Templates
• Personal
Consulta3ons
– Retainer
• Quarterly
• Annual
– On
a
need
basis
• Annual
Check-‐Up
• Measure
Results
SedonaManagement.com
2015
13. Presenters
SedonaManagement.com
2015
Arturo
M.
Corral
25
Years
of
Experience
Arturo
Corral
was
Director
of
Diversity
for
Anheuser-‐Busch
in
2004
-‐
2011.
Corral’s
primary
responsibility
was
to
support
the
business
operators
in
the
implementa3on
of
the
company’s
ini3a3ves
for
diversity
and
inclusion.
Prior
to
the
diversity
posi3on,
Corral
was
Manager
for
Interna3onal
Sales
Training
from
1997
to
2003.
In
this
capacity,
he
supported
Anheuser-‐Busch's
interna3onal
partners
in
leadership
and
sales
training,
working
with
partners
in
more
than
20
countries,
including
Spain,
Russia,
Brazil,
Argen3na,
and
South
Korea.
He
further
served
as
an
internal
consultant
to
implement
the
company's
sales
system,
including
sales
standards,
3me
to
sell
and
employee
compensa3on.
In
1995,
Corral
was
named
Director
of
Marke3ng
Rela3ons,
handling
sales
opera3ons
in
Mexico.
His
primary
responsibili3es
included
increasing
Budweiser
sales,
concentra3ng
efforts
in
key
resort
markets,
as
well
as
key
border
markets.
He
also
managed
promo3onal
teams
for
special
events
and
conducted
promo3ons
for
sales
and
marke3ng
throughout
Mexico.
Corral
began
his
Anheuser-‐Busch
career
of
25
years
as
a
Sales
Training
Specialist.
His
du3es
consisted
of
presen3ng
sales
training
programs
for
wholesaler
personnel,
as
well
as
programs
tailored
for
retailers.
He
worked
with
wholesalers
in
more
than
40
states
with
emphasis
on
increasing
sales.
Currently
Corral
is
the
Managing
Member
for
Sedona
Management
focused
on
consul3ng
and
training
services
in
the
areas
of
Sales
Training,
Diversity
&
Inclusion
and
Leadership/Management
development
based
on
a
pragma3c
approach
to
increase
organiza3onal
performance.
Corral
holds
a
master's
degree
in
interna3onal
business
from
Webster
University
and
he
is
ABD
in
a
Doctoral
Program
on
Management
Theory
and
Prac3ce
from
the
same
ins3tu3on.
14. Presenters
SedonaManagement.com
2015
John
H.
Auer
40
Years
of
Professional
Experience
John
Auer
has
over
40
years
of
Human
Resource
Management,
and
Organiza3onal-‐Leadership
Development
experience.
In
1969,
John
started
his
journey
in
Human
Resources
with
the
United
States
Army
in
South
Korea.
Following
his
ac3ve
duty,
he
worked
in
the
auto
industry
before
pursuing
a
degree
in
Human
Services
and
a
Masters
in
Social
Work.
He
worked
in
the
non-‐profit
world
for
8
years
before
being
recruited
to
Join
AT&T
in
1984.
With
AT&T
Consumer
Products’
Human
Resource
Team
as
a
trainer,
and
developer
of
leadership
skills.
While
John
was
part
of
that
organiza3on
AT&T
expanded
the
business
to
Customer
Service
and
Sales.
John
was
a
key
player
in
the
hiring
and
training
of
over
300
new
employees
which
included
Technical
and
Selling
skills
to
the
end
user
for
the
first
3me
,
in
AT&T's
history.
He
also
had
responsibility
for
developing
new
Leaders
throughout
this
process,
In
1989,
John
joined
the
Anheuser-‐Busch
Companies,
Metal
Container
Corpora3on’s
Organiza3onal
Development
Team.
He
had
responsibility
for
all
Leadership
Development
with
included
Coaching
to
Senior
Management.
During
his
years
with
this
organiza3on,
John
was
involved
with
four
green
field
startups,
two
brown
field
retro
fits,
and
one
brown
field
start-‐up
of
a
glass
bo^le
plant,
new
to
the
Metal
Container
business
model.
A
reorganiza3on
of
A-‐B
Companies
gave
John
the
opportunity
to
become
part
of
the
A-‐B
Corporate
Organiza3onal
Development
Team.
This
move
allowed
John
to
work
in
all
lines
of
A-‐B
Companies’
businesses
…
Busch
Entertainment,
Busch
Agricultural,
Domes3c
Wholesaler
Development,
Eagle
Snacks,
Campbell
Taggart,
Corporate
Sales/Marke3ng,
Brewery
Opera3ons,
and
other
corporate
groups.
Also,
John
was
assigned
as
the
Director
of
the
A-‐B
Corporate
Staffing
organiza3on,
which
allowed
him
to
become
involved
with
A-‐B
Companies
Diversity
ini3a3ves.
Within
all
of
these
organiza3ons,
John
had
various
responsibili3es
which
consisted
of
strategic
planning,
recruitment,
leadership
development,
sales
training,
employee
sa3sfac3on
surveys,
internal
employee
inves3ga3ons,
team
development,
and
diversity
and
inclusion
awareness
educa3on.
He
also
managed
seven
corporate
recruiters
and
several
PhD
interns,
and
administra3ve
assistants
throughout
his
career
at
A-‐B
Companies
When
Anheuser-‐Busch
Companies
was
sold
to
InBev,
John
took
the
opportunity
to
re3re
from
full-‐3me
employment.
He
volunteers,
and
works
part-‐3me
for
various
non-‐for-‐profit
organiza3ons
in
the
St.
Louis
area.
15. Thank
You
for
Your
Considera3on
Contact:
Arturo
Corral
Email:
arturo.corral@sedonamanagement.com
Tel:
314-‐546-‐0497
Home
Page:
www.sedonamanagement.com
Facebook:
Facebook.com/SedonaMgmt
SedonaManagement.com
2015
