presents 2018 APC Conference A P C C o n f e r e n c e

Transcription

1 presents 2018 APC Conference A P C C o n f e r e n c e

2 SUCCESSION PLANNING 10 key factors for success

3 1. Understand your Perceived Credibility succession planning

4 How Different Generations View Credibility 100% 0% c r e d i b i l i t y

5 2. Culture perpetuity Seek to have a mindset. Broadly focus on the collaborative more than the individual. Lead by example. Communicate openly with your. boss culture

6 3. Strategic Planning If you believe that your organization is built to, last plan for that. strategic In excellent organizations, their plan stretches well beyond the point that most organizations can see. strategic planning

7 Simultaneously, they operate with a sense of. urgency It is only the most skillful administrative professionals that can balance the yin and yang of short-term execution with the demands of long-term planning and vision. strategic planning

8 4. Identify Talent lookout Constantly be on the team members. for talented What Moves Them Ask? talent

9 Activity successor List your potential Primary: Secondary: Tertiary: activity

10 5. Process Mapping What does your successor need to? accomplished How does that get? step by step know Provide - - instructions process mapping

11 6. Coaching & Development excellent The only way to execute organizational succession is to thoroughly prepare people! coaching

12 Senior admins develop their successors in three important areas: Soft skills Technical skills Organizational acumen coaching

13 5 elements to effective coaching constant i. Coaching is. Do it every day. coaching

14 ii. Ownership. It is the Coach s responsibility to drive formal development activities. coaching

15 Plan iii. Have a. The creation and sharing of a formal coaching plan is a crucial step in the development process. It is a growth that serves as a compliment to the casual coaching that you offer each day. It should contain: roadmap coaching rea

16 o An outline of the process o The results that are desired o A list of the successor s strengths o A detail of the topics that will be covered coaching

17 Partnership iv.. Seek the team member s. buy-in Ask them to write a summary of each coaching session. coaching rea

18 Tailor v.. A good coach is often a chameleon coaching rea

19 Activity For your potential successor What are their strengths? What type of coaching do they require? What type of process or frequency? activity

20 7. High & Clear Expectations Create a Working or Map. Be open to other s Clearly share your process Engage in a that keeps communication Agreement open expectations expectations Expectations working agreements

21 8. Priority Management Priority Communication Tool A (PCT) is a model that senior admins can use to communicate their top priorities in an effective way and on a regular basis. priority management

22 9. Use a Succession Planning Checklist Create a list of potential Communicate your as you engage in the succession process Stay in-tune with marketplace and directional changes expectations in your organization successors succession planning checklist

23 Review and communicate top monthly basis on a Introduce potential to key internal allies successors, vendors, customers, etc. coaching/training priorities Establish a program to properly prepare future administrative professionals succession planning checklist

24 10. Share a note of Encouragement encouragement

25 A Note of Encouragement Dear Bill, When I walked into this office just now I felt the same sense of wonder and respect that I felt four years ago. I know that you will feel that, too. I wish you great happiness here. I never felt the loneliness some Presidents have described. There will be very tough times, made even more difficult by criticism you may not think is fair. I m not a very good one to give advice; but just don t let the critics discourage you or push you off course. You will be our President when you read this note. I wish you well. I wish your family well. Your success now is our country s success. I am rooting hard for you. Good luck- George

26 Bottom Line: If you believe your organization has staying power, succession planning is. essential Strategically plan for the future and position organizational talent accordingly. Enable coaching and development for key people so that they continually grow their skills. Positively impact the success of your organization! b o t t o m l i n e

27 Getting in touch with Doug Van Dyke o Website: o Office Phone: o Cell Phone: o doug@leadershipsimplified.com o LinkedIn: Doug Van Dyke, MBA l i n k s

28 presents 2018 APC Conference A P C C o n f e r e n c e