Succession planning and you

1. Succession planning and you National Hispanic Coalition of Federal Aviation Employees Conference Wednesday, August 6, 2014 9:15 am Ritz Carlton Hotel Pentagon City Ray B Consulting, LLC

2. Objectives • Define Succession Planning and its importance to your career • Review the characteristics organizations are looking for in its successors and executives • Examine developmental strategies to become a successor and an executive • Identify ownership of your development Ray B Consulting, LLC

3. What is Succession Planning? Succession Planning is an organization’s structured efforts to build the bench strength for filling specific positions. • Executive positions • Management positions • Technical positions Ray B Consulting, LLC

4. Succession Planning – Enhancing Your Career Organizations invest in succession planning and the employees selected to be successors. • Assess your status relevant to specific competencies • Complete an individual development plan • Provide developmental opportunities • Discuss your status and development with the organization’s leadership Ray B Consulting, LLC

5. Characteristics of Successors • Open • Flexible • Communicator • Interpersonal skills • Decision maker • Continual learner • Creative/innovative • Lead/inspire people “Leadership is not about being perfect; it’s about influencing outcomes and inspiring others.” Courtney Lynch Ray B Consulting, LLC

6. Characteristics of Successors • Integrity/honesty • Responsible • Problem solver • Technology savvy • Enthusiastic/energetic • Positive attitude • Confident "An important part of being a leader is being credible – credibility is derived from your character and your competence." U.S. Marines Captain Angie Morgan Ray B Consulting, LLC

7. Developmental Strategies to become a Successor • Networking • Documenting accomplishments • Applying to be a successor • Applying for the SES Candidate Development Program • Enhancing communication skills • Accepting more responsibilities Ray B Consulting, LLC

8. Developmental Strategies to become a Successor • Knowing your organization’s strategic plan • Comparing current knowledge, skills and abilities with the executive competencies • Identifying skill gaps and begin development to reduce the gaps • Discussing career goals with your immediate manager Ray B Consulting, LLC

9. Developmental Strategies to become a Successor • Performing exceptionally well in current job • Obtaining a mentor • Reading • Taking online or video based courses • Volunteering for special projects, job rotation, and developmental assignments “Success is not the key to happiness. Happiness is the key to success. If you love what you are doing, you will be successful. “ Albert Schweitzer Ray B Consulting, LLC

10. Developmental Strategies to become an Executive “SES candidates must demonstrate passion and initiative with an ability to motivate, inspire, and lead people to embrace change and new ideas, while increasing productivity and driving results .” Diane Hudson Burns Ray B Consulting, LLC

11. Developmental Strategies to become an Executive • Volunteer to be a member of a task force or committee that involves speaking opportunities • Volunteer to assume one job responsibility of your manager • Identify one or two goals your unit is not meeting and use data to identify possible solutions • Volunteer to work on developing the budget for your unit Ray B Consulting, LLC

12. Developmental Strategies to become an Executive • Initiate brainstorming sessions or creative planning sessions to focus on a specific issue • Volunteer to be a member of a cross-functional team • Build a network of individuals in different agencies with similar responsibilities and identify common challenges and solutions “Our individual success isn’t solely dependent on our efforts.  Our organization’s success isn’t solely dependent on the success of our department … Too often, we bury our heads in our own little world and think that it’s all about finance, legal, operations, human resources, or compliance.  But, all of these functions must support one another to make the organization as a whole successful.”Sean Lynch Ray B Consulting, LLC

13. Ownership of your development “The three barriers to owning our leadership development are three mistaken assumptions: • The assumption that the company owns our Leadership Development. • The assumption that Leadership Development will be quick. • The assumption that Leadership Development will be easy.” Robert Tucker, Managing Partner, Grey Matter Partners, March 2010. Ray B Consulting, LLC

14. Ownership of your development You are responsible for your development. • Invest in YOU • Use your time and money • Stay the course When I am anxious it is because I am living in the future. When I am depressed it is because I am living in the past. Author Unknown Ray B Consulting, LLC

15. Ownership of your development • Continuous learning is the minimum requirement for success in any field. • Upgrading your skills is one of the most important personal productivity principles. • Resolve today to become a “do it yourself” project and become a lifelong student of your craft. Eat That Frog by Brian Tracy Ray B Consulting, LLC

16. Summary • Succession planning leads to leadership development • Know the desired characteristics of a successor/executive • Assess your status to the executive competencies • Implement strategies to become a successor or executive • Take ownership of your development Ray B Consulting, LLC

17. Resources Soft Skills Solutions by JIST Publishing Eat That Frog by Brian Tracy Office of Personnel Management Senior Executive Service website Ray B Consulting, LLC

18. QUESTIONS ? Ray B Consulting, LLC