Succession Planning, Mentoring and Coaching: The Key to Staff Development. Kristi McClure Huckaby, Director of Recreation CPRS President

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1 Succession Planning, Mentoring and Coaching: The Key to Staff Development Kristi McClure Huckaby, Director of Recreation CPRS President

2 Definition Succession planning is a process for identifying and developing of a potential successor to assume a new leadership role. Succession planning increases the availability of experienced and capable individuals that are prepared to assume these roles as they become available.

3 Upon Your Arrival To Work Opportunities for growth are available so let s sit down and chat about what this organization needs and how your growth can help meet those needs.

4 What is Succession Planning? Constant Change Planning An Organizational Journey with No End Ensuring Continuity of Leadership Identifying Gaps in Existing Talent Pool Identifying/Nurturing Future Leaders

5 Action Steps to Succession Planning Identify the desired leadership skills and attributes Identify potential leaders Share vision with each employee Assess each individuals goals

6 Action Steps, Continued Identify gaps in skills Assign growth tasks & training Mentor and coach so that they re ready to ascend into leadership Don t let those who are not interested in advancement hold you back!

7 Group Discussion What CPRS Professional core competencies are essential for your job? Who on your staff currently has them? What strategies can you think of that would help you help them develop those competencies?

8 CPRS Core Competencies Communication Community Building Creator of Experience Leadership Multi-Tasking Outcome Driven Management Political Dynamics/Acumen Resourcefulness

9 The Value of Mentoring/Coaching An important part of succession planning Builds long-term, organizational loyalty Customized on the job development Inexpensive primarily soft costs Flexible: formal or informal, same or different organizations A good mentor-protégé relationship can be beneficial throughout a career

10 Mentoring/Coaching Is: A relationship between two people Focused on career development through Skill and experience building Sharing of insights and ideas Evaluation and constructive feedback Candor, trust, and confidentiality

11 Given the Limited Number of People Following Behind Everyone has a responsibility to coach or mentor someone else Everyone has the capacity to be a good protégé.

12 Creating a Great Coaching Relationship Even one hour of your time can make a big difference to someone It s not necessary to have a relationship before starting the dialogue Be a mirror, not a sponge! Let the protégé do the work

13 People quit people before they quit organizations What are you doing to inspire your best and brightest to stay with you? How much do you know about your employees, their goals and aspirations? What are you doing to help them achieve their dreams?

14 Action Plan Develop your action plan before you get into a crisis What steps can you take today to grow leadership for tomorrow? Hire tough The most important asset in your organization is having the RIGHT people on your team Never lower your standards just to fill a position!

15 Model staff development by developing yourself! Get out of your comfort zone Read 10 minutes a day Listen to people Set specific goals for yourself and your team Stay positive Give back your legacy is what you leave with others

16 Take the Coaching Challenge! 1. Develop a Succession Plan for your Division or work group 2. Create a coaching relationship with at least one of your subordinates 3. Ask someone else to be your coach and schedule time to talk with them

17 Effective Succession Planning is... Identifying key player gaps through workforce planning Giving employees at all levels opportunities to develop their skills Embedding development opportunities in everyday work processes Embedding knowledge sharing into work processes

18 Effective Succession Planning is... Developing many employees for more challenging positions; not just one

19 Questions Kristi McClure Huckaby, Director of Recreation CPRS President

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