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THE INS AND OUTS OF SUCCESSION PLANNING

THE INS AND OUTS OF SUCCESSION PLANNING. Association of Catholic Publishers September 4, 2014. Carol Fowler clfowler5455@gmail.com 312-320-9346 (Cell). What is succession planning?. A process for identifying and developing internal people to fill key leadership positions in an organization.

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THE INS AND OUTS OF SUCCESSION PLANNING

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  1. THE INS AND OUTS OF SUCCESSION PLANNING Association of Catholic Publishers September 4, 2014

  2. Carol Fowler • clfowler5455@gmail.com • 312-320-9346 (Cell)

  3. What is succession planning? • A process for identifying and developing internal people to fill key leadership positions in an organization. • Replacement planning for key roles in a narrow sense is at the heart of succession planning • Broadly, it is a process that ensures staff is recruited and developed for ongoing staffing purposes.

  4. WHY BOTHER? • Small and medium organizations are often not adequately prepared for business succession. • We rely on staff to make the mission happen • Baby boomer reality!

  5. DISCUSSION • Given your personal experience and experience in your publishing organization, what are the key competencies for major leadership roles in your organization? • What could be some helpful developmental experiences for those who might be slated for significant leadership positions in your organization?

  6. KEY PROCESSES • Choosing the right employees • Developing employees for key roles

  7. PROCESSES AND PRACTICES • Identify key roles • Define competencies and motivational profile • Assessment with a future orientation • Identify pools of talent • Develop staff • CANDOR • Differentiation

  8. Related processes of planning • Business Exit Planning • Integration of performance management and succession planning • Planning in family businesses

  9. STEPS IN SUCCESSION PLANNING • Capacity and needs assessment • Develop and implement the plan • Monitor and manage the plan

  10. SUCCESSION STRATEGIES (OPM.gov.) • Identify recruitment strategies • Identify retention strategies • Identify development/learning strategies • Link to HR practices of performance management, compensation, recognition, recruitment and retention, workforce planning

  11. EFFECTIVE SUCCESSION PLANNING HAS CLEAR OBJECTIVES (Kesler, 2002) • Identify those with potential for greater leadership • Provide critical development experiences • Engage leadership in supporting such experiences • Build a good database to make better staffing decisions

  12. FIRST STEPS • Reasonable financial stability of the organization is in place • Strategic plan and articulated mission, vision and values are in place • CEO is engaged, supportive and involved • Performance management system is in place • (Compass Point)

  13. EMERGENCY SUCCESSION PLANNING • Identify critical executive functions and responsibilities • Document key relationships, contacts and processes • Readily available file for key documents, strategic plans, operational plans, calendars, activitiesd, etc. • Create policy and procedure for immediate implementation when necessary • Good succession planning should reduce the number of times an emergency succession plan needs to be implemented.

  14. Legal Note: • A succession plan is not a guarantee of future employment but rather a developmental plan to prepare staff for possible opportunities and organizational needs.

  15. DISCUSSION: • Can you think of some examples of times in your current organization or a different organization when lack of succession planning created a major problem? For example: perhaps there was an untimely death of a leader or unexpected long term illness in which that person had key processes and knowledge “in her head?”

  16. BENEFITS OF SUCCESSION PLANNING • Aligns staff and staff development with strategic plans of the organization • Builds leadership capacity of staff • Aligns staff development with Board and C-Suite goals • (The Fogarty Group)

  17. HOW LEADERS DEVELOP • Coaches, mentors and bosses • Peer groups including professional organizations • Formal training and leadership development programs • Topical workshops • (Nonprofit Leadership Development: A Model for Identifying and Growing Leaders. Bonner and Obergas)

  18. DISCUSSION: • What are some key challenges to effective succession planning?

  19. BIBLIOGRAPHY • A Succession Planning Checklist – Compass Point • Nonprofit Leadership Development: A Model for Identifing and Growing Leaders. Bonner and Obergas • Emergency Succession Planning Template • Leslie Bonner, Bonner Consulting • Gay Fogarty, The Fogarty Group • Office of Personnel Management opm.gov

  20. Bibliography cont. • Succession Planning – HR Toolkit, HR Council of Canada hrcouncil.ca • Leading Organization Design by GregorgyKesler • GOOGLE • Winning by Jack Welch • Advantage by Patrick Lencioni

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