Organizational Sustainability & Leadership Succession Don Tebbe, ExitsFromTheTop.com (240) 813-4681
Organizational Sustainability How would you define sustainability? Strong business fundamentals in place that enable the organization to be a high-value asset over the long term.
Organizational Sustainability Strategy Resources Culture Business Model Board Leadership Executive Team 3
Succession Planning
Three Types of Succession Plans Backup plans Departure-defined plans (exit plans) Leader development plans (talent management)
Barriers to Succession Planning What barriers have you heard? I ll be a lame duck. I don t know what the board will do. I don t know what I would do next. I ll think about it tomorrow. It s too complicated. Who has the time?
Every job, every career ends in a transition eventually. It s just a matter of when, how and how well managed.
Start Early
More Time = More Options
The Succession Timeline 10
Departing Executive s Three Jobs 11
Six Things a Departing Executive Can Do 12 Take charge of your exit Set a firm date Prepare the organization Prepare yourself Manage the communications & emotions Help your successor succeed
Preparing Potential Successors 13
Four Domains of the Executive s Role Leadership/Political Philosophy, People & Resources Define the Philosophy Cultivate Stakeholders Enlist Supporters Align the Team Drive & Direction Entrepreneurial Clients, Vision, Strategy & Direction Know the Customer/Client Envision the Future Set the Direction Develop the Strategy Commitments & Follow-Through Clients, Programs & Standards Managerial Structure, Methods & Controls Organize the Whole Plan the Action/Follow the Plan Develop the Methods/Systems Exercise Control Donald Tebbe, 1998-2015 Control & Systems Technical Services, Quality & Productivity Understand the Services/Delivery Systems Promote Best Practices/Standards Ensure Productivity Nourish Research/Development
Talent Management System Strategizing Assessing Appraising Planning Assess Acquire Recruiting Selecting Onboarding Retaining Organizational Goals Organizational Performance Align Develop Engaging Setting Goals Managing Performance Developing Indiv. & Teams Supporting/Mentoring Career Planning Planning Succession/Transition
Performance Sustain high performance over time Foundation skills Growth and adaptability skills: 1. Drive/ambition 2. Interpersonal skills 3. Presence 4. Ability to learn and apply quickly 5. Critical thinking & synthesizing skills 6. Organizational skills 7. Resilience
Potential Aptitude to perform at the next leadership level Potential categories: Promotable: ready to move up in the foreseeable future (definite keepers) Growth: potential to do additional work or manage other functions at the same leadership level (keepers) Well-placed: great in the current job with limited potential for growth or promotion (solid citizens) Misfit: work to improve fit
What s Your Leadership Competency Model? Adapting & responding to change Critical thinking Judgment & making decisions Initiating action Entrepreneurial thinking Formulating strategies & concepts Leading & supervising Cultural competency & commitment to diversity/inclusiveness Persuading & influencing Planning & organizing Relating & networking
Leadership Development Tools External & internal training, of course Mastery experiences: stretch assignments with planning and reflection Stretch assignments: assignments that expand skills and self- efficacy beliefs One- on- one mentoring Group mentoring: small groups paired with a senior executive set own agenda and goals Coaching: intentional coaching provided by internal or external resource Action learning: group or individual based project oriented problem- solving and leadership development Group case study work: vicarious mastery experience
Questions/Discussion 20