LEADERSHIP DEVELOPMENT & SUCCESSION PLANNINGAre You Ready for the Unexpected?

FastForward:Proven Framework forLeadership & Professional Development

Business Results. Accelerated.

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ABOUT SKYE

We work with human resource professionals, business leaders, and company owners on organizational development efforts to help create greater alignment of employee performance with business results:

Leadership Development TrainingExecutive CoachingStrategic PlanningIndividual & Organizational Assessments

ARE YOU READY FOR THE UNEXPECTED?

ChallengeDeveloping core leadership capability to drive organizational competiveness and success

SolutionLeadership development and succession planning: Align the organization’s human capital management plan with its strategic plan

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OUR DISCUSSION

1. Review a model on the strategic aspect of leadership development and succession planning

2. Learn why organizational leadership strength is critical to the support and effective execution of a competitive strategy

3. Link HR activity and initiatives to building core leadership capability aligned with organizational strategy

4. Succession planning essentials

ALIGNMENT CHALLENGE

ValuesCultureMission

LongTerm

Initiatives

ShortTermGoals

DesiredEmployeeProfiles

ActualEmployee

Skills

Develop-mentPlans

Business Strategy Talent Management Strategy

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ENVIRONMENT

•Current Market Conditions

•Key Customers

•Key Competitors

•Key Stakeholders

•External Influencing Factors

•Market, Environment, and Technology Assumptions

STRATEGYBusiness

•What Business You Are In

•Current Products and Services

•Core Competencies

•Current Market Position

•Performance Against Key Industry Success Factors

•Current Distinguishing Strategy

•Current Strategic Focus

•Current Objectives and Goals

Organization

•Current Mission

•Current Guiding Principles

•Sense of Shared Vision

•Current Management Philosophy

CULTURE

•Work Culture Norms

•General Morale

•Job Satisfaction

•Worker Attitudes, Behaviors, and Beliefs

•Management Attitudes, Behaviors, and Beliefs

RESULTS

•Current Key Result Areas

•Current Measurement and Tracking Systems

•Resource Inventory: Equipment, Capital, Manpower, Materials, Technology

•Current Financials: Revenue, Cost Structure

CORE PROCESS

•Physical Layout Map

•Core Processes Maps

•Support Processes Maps

•Key Processes Maps

•Key Process Variances

•Process Cycle Time and Efficiency

•Computer Delivery System

STRUCTURE

•Organization Chart & Reporting Relationships

•Organization Levels & Staffing Numbers

•Span of Control

•Current Groupings

•Linking Mechanisms

•Job and Role Structures

SYSTEMS

Coordination

•Communication and Information Sharing

•Decision Making and Authorization

•Measurement & Feedback

•Goal Setting

•Policies and Procedures

Development

•Recruitment &Selection

•Orientation

•Training & Development

•Progression & Promotion

•Performance Evaluation and Feedback

•Compensation

•Recognition

STRATEGY CULTURE

SYSTEMS

THE TRANSFORMATION MODEL

StrategyLeadershipExecution

ACHIEVEMENT MODEL

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IMPORTANCE OF LEADERSHIP STRENGTH

Alignment / Top down understanding and communication of mission, visionCascading goals and objectivesDelegation, empowerment, accountability, and growthLeaders teaching leadersReinforce cultural values

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LEADERSHIP PRESSURES

• The talent pipeline often lacks sufficient numbers to replace leaders

• The organization's expansion goals outstrip the amount of internal talent needed

• Globalization and increasing technological demands make the leader's job more difficult than ever

Source: Graziadio Business Report, 2007, Vol. 10. Issure 2

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LEADERSHIP PRESSURES (CONT’D)

• Problems with strategic direction, organizational alignment, and employee commitment continue to exist and are exacerbated in the current competitive environment

• Human resources professionals and those responsible for leadership development feel increased pressure to demonstrate value

• Leadership development initiatives are not integrated with business needs, and consequently, are of questionable value to internal customers.

Source: Graziadio Business Report, 2007, Vol. 10. Issure 2

PerformanceManagement

TalentManagement

RewardsManagement

Recruitment &Selection

Career Management

Succession Planning

Senior ManagementDevelopment

BU

SIN

ESS

STR

ATEG

YB

USIN

ESSR

ESULTS

LINKING TALENT MANAGEMENTTO STRATEGY

Training&

Development

3

Promotion& Advancement

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PURPOSE OF TALENT MANAGEMENT

• Fosters a process of building leadership capability across the lines of business / support functions

• The emphasis is on developing a broad spectrum of talent within the management ranks so that the availability of internal talent will not be a constraint to the organization's strategic direction

• Identify the key leadership success factors

DESIRED OUTCOMES

1. Retention and development of high potential employees

2. Builds internal staff capabilities (bench strength) for the emerging organizational demands

3. Maps various succession options

4. Facilitates developmental moves across the organization

5. Establishes a professionally managed organization with the systems in place to ensure that it will have effective leaders going forward

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CHANGING NATURE OF WORK & ORGANIZATION

Demographics (net-generation, diversity)GlobalizationTechnologyRedefined concept of ‘Loyalty’Challenges in differentiating high performers from poor performers Wanted rapid career progression

SUCCESSION PLANNING

PerformanceManagement

RewardsManagement

Recruitment &Selection

Career Management

Succession Planning

Senior ManagementDevelopment

BU

SIN

ESS

STR

ATEG

YB

USIN

ESSR

ESULTS

Training&

Development

TalentManagement

Promotion& Advancement

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A DEFINITION / SUCCESSION PLANNING

A systematic effort and process of identifying and developing candidates for key leadership and professional positions over time to ensure the continuity of management and leadership in an organization

WHAT IS SUCCESSION PLANNING?

• Constant change planning• An organizational journey, not a project• Ensuring continuity of leadership• Identifying gaps in existing talent pool• Identifying and nurturing future leaders

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WHY SUCCESSION PLANNING

To identify replacement needsTo provide opportunities for high potential workers (retention)To increase pool of promotable employeesTo support implementation of a strategic business planTo guide individuals in their career pathsTo encourage the advancement of diverse groupsTo improve ability to respond to changing environmental demandsTo improve employee moraleTo cope with the effects of downsizing, attrition, retirements

Organizations supersede Individuals – visionaries are those who groom their young talent to take the lead position and to take the cause of the organization forward

SUCCESSION PLANNING ESSENTIALS

Purpose and guiding beliefsHuman resource forecastingCompetency model/setAssessment processesRecruitment processesIndividual development plans

Competency development activitiesIncentives & rewardsRetention strategiesRole delineationsCareer pathsProgram evaluation mechanismsKey stakeholder involvement

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CEO/ Leadership Commitment & Involvement

Education and Training

Self Development

Competency driven Strategically Targeted Rotational Assignments

Future Competencies Needed Aligned with Strategic Plan

Results1. Talent Driven

culture2. Accelerated

Development3. Vision for future

advancement

AccountabilityMeasurability

SUCCESSION PLANNING MODEL

Ref: Effective Succession Planning / Matthew Tropiano, 2004

Pre‐planningCommunicate

Plan

Assess Bench Strength 

Identify Talent 

Develop Talent

Evaluate Succession Planning

CommunicationIdentify Leadership Characteristics

SUCCESSION PLANNING COMPONENTS

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FreeLeadershipWorkshopMay23rd /8am‐11:30am

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.

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Thank You for Your Time

Today!Reach me at:

603-881-9999

877-603-SKYE

SKYE Business Solutions

David Liddell

dliddell@Skye-Solutions.com