Mike Shellito

1. Growing Talent and
Succession Planning
Mike Shellito
Shellito Training and Consulting
916-768-9172  mshellito@gmail.com
You know the drill..
1. Please sign in with your Agency Name and the number
of people attending the webinar from your agency
today.
2. Type the names of those wanting CEUs for this webinar
with CEU after their name. (Jodi Rudick, CEU)
3. Have you downloaded and printed a copy of your
handouts?

2. Mike Shellito
 Retired from City
of Roseville, CA
 Shellito
Consulting and
Training

3. We hope you did your
Pre-Webinar Assignment…
 In your FEEDBACK Box, please choose the best
response regarding the pre-webinar assignment…
A. All of the people in our group completed the pre-
webinar assignment.
B. Most people in our group completed the pre-webinar
assignment.
C. Some of the people in our group completed OR
REVIEWED the assignment.
D. Sorry, none of the people in our group completed or
reviewed the pre-webinar assignment.
3

4. Let’s Review
Pre-Webinar Assignment
Make and Take™ Question 1
In your chat box – please
list your core
competency
Strength:_______
Weakness:______
4

5. Let’s Take a Look at Your Handouts
 Core Competencies Assessment
 Make and Take™ Activity
 Fill-in-the-blank format
 Word version is included in your emails from
CPRS and iLinc
Any Questions Regarding
Your Handouts? 5

6. Today’s Discussion Points
1. Defining Succession Planning
2. Growing Talent
3. Self Assessment Exercise

7. Heads Up! - Two Minutes to Discuss and Type
Make and Take™ Question 2 and 3
 What staffing changes
have happened that have
challenged you and your
agency?
 What’s about to happen
that will dramatically
alter your future?

8. What’s About to Happen in the
Public Sector Workforce?
Make and Take™ Question 2

9. The Boomer Retirement Drain
Workers 35-44 years entering
executive ranks will decline by
14% in the next fifteen
years.
What is the percentage of
department heads and senior
managers in local government
are projected to retire in next
5 years?
a. 20%
b. 40%
c. 60%
d. 80%

10. Your Agency’s Retirement Drain
Make and Take™ Question 4
How many of your agency’s
supervisory and
management employees
are near or over the age of
55 and are likely to retire in
the next five years?
10

11. Shrinking Talent Pool
 80 million public sector
workers age 50+
 50 million public sector
workers age 30-49
 Replacement Gap =
30 million workers
0
10
20
30
40
50
60
70
80
Public Sector
Workers
50+
30-49
Source: Center for Organizational Research
Full Study Available at http://s3.amazonaws.com/zanran_storage/www.cps.ca.gov/ContentPages/77039

12. Age Distribution of Government and
Private Sector Workers – 2001
0
5
10
15
20
25
30
<25 25-34 35-44 45-54 55-64 65+
Gov.
Private
Source: Center for Organizational Research
Full Study Available at http://s3.amazonaws.com/zanran_storage/www.cps.ca.gov/ContentPages/77039

13. Stakes are High
 Demand for talent is
growing
 Supply is shrinking
 Knowledge and skill
requirements are
increasing
 Resources are limited

14. Competitive Job Market
 Outside recruitments
severely limited due to
smaller talent pool
 Only agencies with
great reputations &
competitive salaries
will draw talented
outside applicants

15. Better talent will separate successful
organizations from the rest
*Values Shift by John Izzo (2002)

16. What work environment attracts &
retains talented employees?
 Interesting & exciting work
 Growth and learning
opportunities
 Sense of team
 Great reputation
 Good pay, rewards and
recognition

17. Career Phases

18. Defining Succession Planning

19. Succession planning is the…
 process of finding
and developing a
pool of leaders
who can meet the
current and
future needs of
the organization

20. Succession Planning is…
 Moving the right
people with the
right skills into
the right jobs at
the right time

21. Growing Talent requires Identifying
“High Potential Staff”
 Great attitudes
 Good aptitude
 Passion for learning
 Flexibility & Adaptability
 Leadership

22. Succession planning is….
 Growing talent
through experiential
learning combined
with timely and
candid coaching

23. Succession Planning is…
 Identifying and
developing core
competencies
 Mission critical
 Individual
 Future focused

24. Are you ready?
Make and Take™ Question 5
When it comes to succession
planning...
a. Our organization has a formal succession plan.
b. I think our organization has a plan but I’m not
sure.
c. We’ve talked about the need for a succession
plan but haven’t done much about it.
d. This is the first we’ve talked about the need for a
succession plan. 24

25. Determine Critical Skills for
Each Job

26. Discuss and Share – 2 Minutes
What is the
trickiest and
most difficult part
of your job that is
critical to your
success?

27. What to Learn
Technical Skills
People Skills
Critical
Thinking
Skills

28. Management Soup Theory

29. What’s Needed When?
TechnicalTechnical
SkillsSkills
People SkillsPeople Skills
CriticalCritical
ThinkingThinking
SkillsSkills
Entry Level
Mid Mgt.
Level
Executive
Level

30. Technical Skills – General
 Customer Service
 Interpersonal skills
 Research
 Organizational skills
 Technological literacy
 Oral Communication
 Writing
 Problem solving

31. Technical Skills – Job Specific
 Planning a program
 Leading an activity
 Organizing an event
 Training & supervising staff
 Emergency procedures
 Advertising & promotion
 Open & closing a facility
 Registration & Phone
What other technical skills are required
for you to perform your job?

32. Developing Technical Skills
 Training w/ feedback
 Deliberate practice
 Progressive difficulty
 Situational adaptation

33. People Skills
 Leadership
 Listening
 Communication
 Facilitation
 Conflict Resolution
 Customer Service
 Team Building
 Training
www.peopleskillshandbook.com

34. Developing People Skills
 Timely Coaching
 Mentoring
 Place employees in a
variety of roles
 Act as a trainer and
teacher

35. Critical Thinking Skills
 Knowledge
 Comprehension
 Application
 Analysis
 Synthesis
 Evaluation
 Creativity
 Visioning
 Problem Solving
 Strategic Planning
 Managing Change
 Political Savvy

36. Developing Critical Thinking Skills
 Executive Education
 Experiential Learning
 Involvement in
substantive matters:
 Park & facility planning
 Budget
 Personnel
 Negotiations

37. Developing Critical Thinking Skills
 After Action Debriefs
 Case studies that
focus on:
 Complex problem solving
 Creativity
 Politics
 Personnel problems
 Budget challenges
 Politics

38. Self Assessment
Management Core Competencies

39. Key Executive Level Competencies
Results Driven
Business
Acumen
Leading People
Leading Change Continuous
Improvement
Building
Coalitions

40. Competency Definitions
 Business Acumen
 Building Coalitions &
Communications
 Continuous Improvement
 Leading Change
 Leading People
 Results Driven

41. Business Acumen Make and Take™ Question 7a
Rate Yourself: 1-5
 Financial Management
 Human Resources
Management
 Technology
Management

42. Building Coalitions, Relationships &
Communications Make and Take™ Question 7b
Rate Yourself: 1-5
 Building Relationships
 Citizen Participation
 Influencing/Negotiating
 Interpersonal Communication
 Partnering
 Political Savvy
 Oral Communication
 Written Communication

43. Continuous Improvement Question 7c
Rate Yourself: 1-5
 Vision
 Creativity and Innovation
 External Awareness and
Differentiation
 Continual Learning

44. Leading Change Make and Take™ Question 7d
Rate Yourself: 1-5
 Change Agent
 Flexibility
 Resilience
 Strategic Thinking

45. Leading People Make and Take™ Question 7e
Rate Yourself: 1-5
 Integrity, Honesty & Ethics
 Coaching & Mentoring
 Conflict Management
 Empowerment
 Team Building
 Leveraging Diversity

46. Results Driven Make and Take™ Question 7f
Rate Yourself: 1-5
 Decision Making
 Accountability
 Customer Service
 Decisiveness
 Entrepreneurship
 Problem Solving
 Technical Credibility
 Quality Assurance

47. Balanced Wheel of Competencies
Results Driven Business
Acumen
Leading People
Leading Change Continuous
Improvement
Building
Coalitions

48. Self Identification of Growth Area
Make and Take™ Question 8
 What’s the one thing
you need to learn in
the next year that will
take you to the next
level?
 Type the answer in the
text box in 3 words or
less.

49. Self Identification of Growth Area
Make and Take™ Question 9
What would
your
staffstaff
say you
need to
do more
of?

51. Everyone’s a Coach,
Everyone’s a Student

52. Everyone’s a Mentor &
Everyone’s a Protégé

53. Every Day is a Training Day

54. Make and Take™ Question 10
Commitments to Growing Your Talent
 Identify and share
two things to do in
the next six weeks
to become more
competent and
confident in your
job, now and for the
future.
 I will……..

55. Got Questions?
Please type in the chat box…
Or press *7 on your phone to
unmute and talk to Mike.
55

56. Feedback please…
What did you get out
of this webinar?
What will you do as a
result of attending?
56
Mike Shellito, Shellito Training and Consulting
916-768-9172  mshellito@gmail.com

57. Next Month’s Webinar…
Back by popular demand
57
Make and Take –
Which Came First?
Leader or Manager
 Marie Knight
 mknight@cityoforange.org
 This is a must-attend for everyone
on your team. Current and future
leaders no matter their experience
will benefit from Marie’s candid look
at leadership in the 21st
Century.