This document discusses succession planning and growing talent from within an organization. It defines succession planning as a systematic process for defining future management needs and developing talent to meet the needs of the organization now and in the future with a flexible long-term view. It notes that succession planning is important because finding and hiring external candidates can be slow, costly and may not provide the right skills, while growing talent internally allows the organization to develop people according to its unique culture and way of doing things. The document then outlines a four step process for succession planning: 1) Review current members, 2) Identify positions and needed skills/competencies, 3) Develop candidates, 4) Empower talent to apply for roles.

1. Succession Planning"Grow your own"

2. WHAT ????!

3. “Systematic process for defining and finding future management needs” “Process of developing talent to meet the needs of the organization now& in the future” “Flexible, long-term, developmental view of future management staffing”

4. WHY ????!

5. "imagine that you get into bus crush", what with happen with your company?

6. Demand vsSupply - “War for Talents” - “Need for Speed” - “Economical crisis, need to find faster & easier” - “Hiring external candidates is slow, time consuming & costly” -“You may not find the right skill” "the way we do things here"

7. HOW????!

8. 1 Reviewyour members! 2 Identifyyour position! Evaluate your memberswho might be capable of fulfilling your role after becomingcandidates for the position Identify the characteristics of your position, before selecting who will take it. 3 4 Empower your talent! Develop your candidates! Train & develop your Talent pool, prepare people to lead the positions Empower Talentsto apply for role & promote opportunity

10. EB selection guide 09-10

11. “My super JD campaign” Steps Create an Organizational Chart * Outline Job Descriptions Outline Skills andCompetencies

16. Send person for short exchange/CEED

17. Organize Development Centers

18. Involve externals

19. Invest into Middle management teams

21. "Lets play in BE" reality show

22. Motivational stories from previous EBs

23. Alumni talks

24. Personal approach