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Succession Planning/ Application of the Leadership Influence Factor

Succession Planning/ Application of the Leadership Influence Factor. Joe Stowe, Jr. CH2M HILL Presented at DENR Manager’s Forum August 22, 2007. Succession Planning represents an opportunity for any organization

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Succession Planning/ Application of the Leadership Influence Factor

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  1. Succession Planning/ Application of the Leadership Influence Factor Joe Stowe, Jr. CH2M HILL Presented at DENR Manager’s Forum August 22, 2007

  2. Succession Planning represents an opportunity for any organization Focus should be on protection of existing people resources since minimal cost is involved and it is the right thing to do Leadership Training programs should be developed and used Our people are our greatest asset, we need to do what’s right for them Guiding Principles of Succession Planning

  3. Succession Planning Using the Leadership Influence Factor Tool (LIFT)

  4. Leadership Influence Factor Leadership Influence Factor (LIF) Time

  5. Generic Organization Void Void LIF Application Phase Learning Curve Leaving Office TIME

  6. LIF-President of US Void Void LIF TIME

  7. LIF-City Council Void Void LIF TIME

  8. LIF- Professional Organizations Voids LIF TIME

  9. LIF- Utility/Agency Organization Succession (Without Planning) Voids Extreme Void LIF TIME

  10. LIF- Organization Succession(Without Planning) Voids Extreme Void LIF TIME

  11. LIF- Organization Succession(With Planning) Minimal Voids LIF TIME

  12. Only 2 Places to Get Good People In-House From Outside the Organization You Know the Problem, so, What Do You Do About It?

  13. Attraction Getting the Right People Development Training the Right People Retention Keeping them on Our Workforce How do you Approach the Problem?

  14. Preparing inside candidates for movement into new opportunities Using the right tools and techniques to attract the most qualified people when recruiting from the outside Attraction

  15. Technical Training Opportunities Management/Leadership Training Pro-active on-the-job training (OJT) Development

  16. Consider good, challenging assignments Incentive programs Competitive pay Competitive benefits Retention

  17. The Ultimate GoalAn Organization with Well Planned Succession Voids LIF TIME

  18. Questions, Observations, Suggestions?

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