Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Key Person Risk and Succession Planning Workshop

2,525 views

Published on

How management teams can quickly and collaboratively develop succession plans for your their people

Published in: Business
  • Be the first to comment

Key Person Risk and Succession Planning Workshop

  1. MANAGING SUCCESSION PLANS KEY-PERSON RISK
  2. Nobody likes to think about losing a key person on their team
  3. However, doing so is critical
  4. Because unexpected things happen from time to time
  5. And, unless you’re ready to replace a high performer, it is hard to give them the promotion they deserve
  6. So succession planning for key-person risk should be a regular (quarterly) process for all people managers
  7. But it doesn’t have to be a drag. It can be a fast, agile, collaborative process if it is done well
  8. The following slides should take no more than 90 minutes once a quarter as a team to work through
  9. STEP ONE DECIDE WHAT YOU MEAN BY LIKELIHOOD
  10. To understand risk, you must first understand how likely it is that the risk will manifest
  11. ACTIVITY ONE As a management team, brainstorm what factors correlate to likelihood
  12. Career Fit. Is the person in a role that is suited for them Personal Happiness. Is the person happy in their role? Personal Happiness. Is the person happy at home? Compensation Is the person satisfied with their comp? Success Is the person having success? Are they feeling recognized? Brainstorm ideas: Likelihood
  13. STEP TWO DECIDE WHAT YOU MEAN BY IMPACT
  14. To understand risk, you must also understand how great the impact will be if the risk manifests
  15. ACTIVITY TWO As a management team, brainstorm what factors correlate to impact
  16. Relationships Does this person have a unique, needed network? Subject Matter Does this person have unique, needed skills Customer Impact. Does the person have a key role with a key customer? Contagion Will this person leading cause others to leave? Success Is the person having success? Are they feeling recognized? Brainstorm ideas: Impact
  17. STEP THREE RATE OUR TEAM MEMBERS AGAINST LIKELIHOOD AND IMPACT TO DERMINE WHO ARE KEY PEOPLE
  18. ACTIVITY 3: Rate your team members: 1-3 are low risk, 4-6 are medium risk, and 7-9 are high risk
  19. ACTIVITY FOUR Next, use the Key Person grid to plot the results visually. This will help you see who is a key person and needs a succession plan
  20. Jones LIKELIHOOD Clarke Fell Claypool Kaye Collins Mingus NEED A PLAN PLAN IS OPTIONAL NO PLAN NEEDED Lee IMPACT
  21. STEP FOUR DECIDE WHAT IT MEANS TO HAVE A GOOD SUCCESSION PLAN
  22. ACTIVITY FIVE As a management team, agree on what makes a great plan
  23. Multiple successors to choose from Readiness of successor Successors have Development Plan Successors have Mentorship Brainstorm ideas: Plan Quality
  24. STEP FIVE RATE YOUR KEY PEOPLE AGAINST PLAN QUALITY
  25. ACTIVITY SIX For those team members who require a plan, rate the quality of the plan
  26. ACTIVITY SEVEN Next, use the Key Person grid to tag Plan quality
  27. Jones LIKELIHOOD Clarke Fell Claypool Kaye Collins Mingus NEED A PLAN PLAN IS OPTIONAL NO PLAN NEEDED GOOD PLAN PLAN W/SOME RISK POOR/NO PLAN Lee IMPACT
  28. STEP SIX BUILD OUT YOUR GO-TO- GREEN PLAN
  29. ACTIVITY EIGHT As a management team, figure out how to turn all Key-Person plans to green
  30. SHARE THIS DECK & FOLLOW ME(please-oh-please-oh-please-oh-please) stay up to date with my future slideshare posts http://www.slideshare.net/selenasol/presentations https://twitter.com/eric_tachibana http://www.linkedin.com/pub/eric-tachibana/0/33/b53 Please note that all content & opinions expressed in this deck are my own and don’t necessarily represent the position of my current, or any previous, employers
  31. CLICK HERE FOR MORE!!!!

×