SUCCESSION PLANNING THE 6 KEYS TO EFFECTIVE

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1 THE 6 KEYS TO EFFECTIVE SUCCESSION PLANNING DISCLAIMER: The principles and suggestions in this handout and the THE 6 KEYS TO EFFECTIVE SUCCESSION PLANNING webinar are presented to apply to diverse personal and company situations. These materials and the overall seminar are for general informational and educational purposes only. The materials and the seminar, in general, are presented with the understanding that CareerTrack is not engaged in rendering legal advice. You should always consult an attorney with any legal issues CareerTrack, a division of PARK University Enterprises, Inc. Registered U.S. Patent & Trademark Office and Canadian Trade-Marks office. Except for the inclusion of brief quotations in a review, no part of this book may be reproduced or utilized in any form or by any means, electronic or mechanical, including photocopying, recording or by any information storage and retrieval system, without permission in writing from PARK University Enterprises, Inc. SPL1307

2 ONE The Scope and Purpose of Succession Planning Succession planning is the process used to: Identify candidates for top-level management and other key positions within the organization. Assure leadership continuity and operational effectiveness. Ensure business sustainability, viability, and growth. The Future is defined as both tomorrow and the years to come. Tomorrow THE FUTURE Years to Come Identify some of the Leadership Gaps, Vacancies, Deficiencies, and Hiring Mistakes that exist or have been made within your organization. If you can, associate the costs, the What If questions, and possible solutions (you may need to use additional paper): Leadership Gaps Vacancies Deficiencies Hiring Mistakes Now ask yourself these two questions: What if we don t do succession planning? What are the long-term consequences? 2 What would we do if a top executive left, particularly one in a revenue generating position? Or what if a disaster like 9/11 struck our business?

3 TWO The Process for Optimal Progress A 12-step Approach to Effective Succession Planning 1. Make the future the focus. Strategic Direction Vision Mission Financial Goals 2. Identify functional and operational requirements. 3. Gain leadership buy-in. 4. Pinpoint key positions and core competency requirements for each; assure strategic alignment. 5. List expected vacancies, likely vacancies, and talent gaps. 6. Perform performance benchmarking and create recruitment strategy. 7. Select assessment and selection tools. 8. Complete development and resource planning. 9. Create individual development plans. 10. Train, mentor, coach, and motivate. 11. Measure results and monitor overall progress. 12. Align retention management and incentive programs. What If the Process Goes South? 3

4 THREE Critical Keys to Successful Succession Planning Key #1: Solid support and Buy in from Executive Leadership and Management Key #2: Accurate, Honest, Clearly Articulated Assessment of Talent Gaps and Requirements 4

5 FOUR Key #3: Start with Executives and Don t Stop There! Key #4: Proactive, Assertive Implementation Strategies Actions Deadlines Accountability Reporting/Communication 5

6 FIVE Key #5: Comprehensive Employee Capability AND Development Tracking Key #6: Focus on the Bottom Line Financial Acumen and Command of Business Drivers 6