Important Factors in Succession Planning. By Nancy Zentis, PhD. CEO and Founder, Institute of Organization Development

Transcription

1 Important Factors in Succession Planning By Nancy Zentis, PhD. CEO and Founder, Institute of Organization Development

2 Overview Succession planning must be part of an integrated HR process that includes recruiting, selection, retention, training, development and performance appraisal It requires the ongoing commitment of high-level management. Best practice organizations make success planning a part of an overall organizational culture strategy to develop managers at all levels. This presentation talks about the important factors one must consider in succession planning.

3 Forecast Future Need Identify what skills the organization will need in 5, 10 or 15 years Identify critical positions and include them in the Company's Succession Planning program

4 Scan Current Workforce Analyze the workforce and identify who will be eligible for retirement within the next five years. Managers need to identify the responsibilities, skills and competencies that will be needed by their replacements. Identify high-performers that are almost ready to step into those critical positions. Identify specific behaviors, skills, and values that leaders need in order for them to succeed now and in the future.

5 Screen and Identify Successors Provide assessment tools such as assessment centers, tests, interviews and a performance-appraisal process to make accurate leadership placement and development decisions. Develop a system for communicating succession planning information to managers. Establish a systematic approach for identifying, nominating and selecting potential successors Review background information on potential successors, such as education, experience, skills, appraisals and potential.

6 Develop Successors Determine training and development requirements of potential successors. Develop the skills of potential successors through work experiences, job rotation, projects, and other challenging assignments. Establish a system for monitoring the candidate's development progress by senior management. Include a system for providing feedback and encouragement to potential successors.

7 Conclusion Best-practice organizations make succession management a priority. Is your organization doing the same?

8 About the author Nancy Zentis, Ph.D -CEO, Institute of Organization Development, has over 30 years experience in Organization Development, Human Resource Development, Talent Management and Organization Development. She can be reached at

9 6 TH Annual Od conference

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