A Perspective Shift: Succession Planning
Post on 22-Jan-2018
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Success ion P lann ing Making this CRITICAL conversation
LESS SCARY . . . and MORE
PRODUCTIVE
-- A keynote WORKSHOP –
www.thetrugroup.com / Twitter: @trugroupscott / LinkedIn
( a l t e r n a t e t i t l e )
But I ’m Not Dead Yet
Overcoming the Fear of Succession
Planning
-- A keynote WORKSHOP --
www.thetrugroup.com / Twitter: @trugroupscott / LinkedIn
Scott Patchin»Holland, MI
»My mission
»15+ years in HR / Leadership Dev
»8 years as an entrepreneur
»Author (2x)
Learn more – visit thetrugroup.com / Linkedin
I be l ieve . . .
Great conversations start with a
question
www.thetrugroup.com / Twitter: @trugroupscott / LinkedIn
Succession Planning 101
An activity:
» Pair up
» Ask your partner 3 questions from the Team
Member Fact Sheet™
» You have 3 minutes . . .
C
A not-so secret thing about people. . . .
Objectives today
»Shift your perspective . .
» Succession planning as an ongoing conversation –
not a process HR makes you do
» Key skills: listening and comfort with fear
»Help you start the conversation and equip
you with tools to continue it
Succession Planning is . . .
»Managing Risk (of losing key people)
»Developing People
»Yearly conversation – focused on re-
recruiting and development
»Aligning TALENT with STRATEGY
Succession Planning is NOT. . .
»Promising roles
»Triggered by retirement
»Eliminating older people
»Easy
The Spectrum of Succession Planning
Replacement Reaction
Replacement Management
Succession Planning
Succession Management
In reality crisis
management
Identify a few
likely
successors, no
focus on
development
Identify a few
likely
successors,
focus on their
development
Proactive
identification &
development of
those who can
fill the
leadership
pipeline at all
management
levels. Goal is
continued
readiness
How does a new leader approach older leaders with change?
How can you plan for succession without showing favoritism?
How to conduct succession planning legally?
Does the county have any plans to put controls in place to hold
department managers accountable for implementing the best
practices and procedures discussed today?
Succession Planning is NOT. . .
Why we don’t do it . . .
»Threat: Job loss/irrelevance
»Risky: Not just OUR opinion
»“Tyranny of the urgent”
»Fear: lawsuits, having to wait, lawsuits
Succession Planning
»My Beliefs
»Key terms you need to know
»Workshop – The conversation / Key roles
»Your questions
My Beliefs» Great conversations start with a question
» Honest conversations: Foundation of great
relationships
» Leadership is . . .
» Motivation: Fear vs Love
» Performance = Talent + Passion + Work
» Individuals own development / organizations
own support
» TRUST is a gift
» All organizations have A, B, C players
Key Terms» Talent = People
» Talent Profile (5 questions)
» Individual Development Plan
» Key Roles Profile (job description)
» Talent Pipeline
» High Potentials
» Deep Pros
» 9 Box
Ready Now Ready 1-2 yrs Ready 3+ yrs
Position 1
Position 2
Position 3
Key Role – Talent Pipeline
Perfo
rmance
PotentialLow
Low
High
High
9 Box
CRITICAL Step: Change the name!
Strategic Talent Review
Exercise 1: Talent Profile
»Strengths
»Weaknesses
»Successes
»Short term goals (0 – 18 months)
»Long term goals (2 – 5 years)
A
Exercise 2: Key Roles
Key Roles: Identify one critical role in your group.
» Critical = Key to success of your function /
Underperformance is felt immediately.
» If no critical role – use your role
BPage 2
Exercise 2: Key Roles
»1. Who is Ready Now (or with assistance)?
»2. Ready in 1-2 years?
»3. Ready in 3+ years?
Ready Now(with assistance)
Ready 1-2 yrs Ready 3+ yrs
Position 1
Position 2
Position 3
Key Roles – Talent PipelineWhy is this role so important to your operation?
Who aspires to this role? (has expressed interest)
About the Speaker – Scott PatchinScott has a core belief that the habits leaders practice and the conversations they
have with their people are the keys to their success. He launched his own leadership
development company, The trU Group, in 2009 around the his passion for maximizing
individual growth and eliminating needless pain – moving to and past the tipping
point of success.
He has work experience manufacturing, healthcare, and banking/mortgage
industries. He is an author, blogger, coach, and delivers a hands-on keynote. He
resides in Michigan and has spoken across the Midwest on people-centered leadership
and strategic planning.
Learn more: | LinkedIn | www.thetrugroup.com
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