MY STORY

Toni Paoletta

@ 14 - Started my first business “Creative Computer Training”

@ 19 - Hired by Deloitte & Touché’ in Business Systems Consulting

@ 24 – Became one of the first female Microsoft System Engineers

@ 27 – Nominated “Best Geek” by Inside Business Magazine

@ 28 – Published first book “Internet Information Server 5.0”

�Y2K didn’t happen

�Got laid off

�Decided to start over

Went to college

Took a lateral move into a new

field

Headed in a new direc

“She was unstoppable. Not because she did not have failures or

doubts, but because she continued on despite them.”― Beau Taplin

TONI PAOLETTA, M.ED.

Succession Planning for Leadership

�86% of business leaders know that their organizations’future depends on the effectiveness of their leadership pipelines

�89% report need to strengthen, reengineer, and improve organizational leadership as an important priority.

http://dupress.deloitte.com/dup-us-en/focus/human-capital-trends/2014/hc-trends-2014-leaders-at-all-levels.html

�56% report their companies are not ready to meet leadership needs.

�— but only 13% are confident in their succession plans, with 54% reporting damage to their businesses due to talent shortages.

http://dupress.deloitte.com/dup-us-en/focus/human-capital-trends/2014/hc-trends-2014-leaders-at-all-levels.html

So why is succession planning for leadership so important today?

Do we have a baby boomer problem?

We have a millennial opportunity!

� Generation seen as loyalty-lite, hungry for feedback and with high expectations for rapid career development.

� Yet harnessing their talent and loyalty will be absolutely critical in the next 10 to 15 years

� Millennials will make up 75% of the global workforce by 2025.

Millennials!?!

�Millennials Are Open to Change

�Millennials Are Task (Not Time) Orient

�Millennials Crave Constant Feedback

�Millennials Want Recognition

�Millennials want to know that they wihave the opportunity to advance and develop their careers

Millennials Have a Hunger for Learning

Millennials Are Motivated by Meaning

Millennials are extremely team-oriented and enjoy collaborating and building friendships with colleagues.

Millennials Want a Relationship with Their Boss

Millennials Are Tech Savvy

10 Millennial Traits

How do you prepare millennials for leadership?

1. Employers must identify Millennials with high potential and create a strong pipeline of talent

2. Assess your current and future needs based on either their strategic plan, goals and objectives, or priority programs and projects

3. Match these to the capabilities of the existing workforce

4. Develop a plan to manage the gaps that will arise when individuals in key positions leave or are promoted

Succession Planning Steps

Succession planning and leadership

development are natural allies because they

share a vital and fundamental goal:

Getting the right skills in the right place.

Where to start?

Develop Millennial Leadership Skills!

Define Leadership Competencies

Identify the criteria you will use to target potential millennial leaders

Measure and reward success

Establish an internal mentoring program

Step 1: Define Leadership Competencies

� One-size does not fit all

� Use 360-degree feedback to target potential leaders

Step 2: Identify the criteria you’re using to target potential leaders

Maxwell Leadership Assessment DiSC 363 Emotional Intelligence

Thomas-Kilmann

Conflict Mode Instrument

Johari window

Communication Model

Myers-Briggs

Type Indicator

� Invest in Executive

Coaching

� Invest in Professional

Development

Step 2 (cont.): Identify the criteria you’re using to target potential leaders

Step 3: Measure and reward success

"Career progression is the top priority for millennials

who expect to rise rapidly through the organization.

52% said this was the main attraction in an employer,

coming ahead of competitive salaries in second place

(44%).” -Price Waterhouse Coopers

Millennials at Work- Reshaping the Workplace (pwc)-

https://ambition.com/blog/entry/2016-05-15-guide-millennial-employee-recognition-and-rewards/

Herzberg's two factor theory of motivation

Step 4 : Establish a formal mentoring program

Let Cleveland State University help you!

Monte Ahuja Leadership Excellence Program

Explore your leadership style through the use of the Leadership 360 assessment

Executive Coaching

Mentoring

Courses in motivation, accountability, team building

Distinguished faculty, coaches and consultants provide expert instruction

Program focuses on four levels of leadership; self, team, organization and community

www.csuohio.edu/ProD

TONI PAOLETTA, M.ED.DIRECTOR, THE PROFESSIONAL DEVELOPMENT CENTER

CLEVELAND STATE UNIVERSITYMONTE AHUJA COLLEGE OF BUSINESS

(216) 523-7278T.PAOLETTA@CSUOHIO.EDU

WWW.CSUOHIO.EDU/PRODEV

Thank you!

� https://hbr.org/2016/12/succession-planning-what-the-research-says

� http://www.productionmachining.com/articles/succession-planning-three-15-minute-activities-to-start-preparing-for-tomorrow

� https://www.bloomberg.com/news/articles/2016-01-21/as-boomers-retire-companies-prepare-millennials-for-leadership-roles

� https://hbr.org/2003/12/developing-your-leadership-pipeline

� https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-development/pages/shrm-competency-survey-leadership-gap.aspx

� https://www.ideasforleaders.com/ideas/seven-key-steps-to-effective-succession-planning

References