Succession Planning

Live Training 1.0 September 18th 2013, 6:00-7:00 PM EST

Tala & Elli

Hello! :)

You can tell a good leader from observing his successor.

Why?

● Empowered and confident leaders from the very beginning

● Preserving explicit and implicit knowledge● Enable a smooth transition and overlapping planning● Stable quality of your products

Sustainable LC Development

What is it?

Succession planning is a process for identifying and developing internal people with the potential to fill key business leadership positions in the

organization.

Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they

become available.

The Process

Identify the characteristics of your throne (position), before selecting who will sit there.

Evaluate your frog princes (members) who might be capable of fulfilling your role after becoming real princes (candidates for the position)

Empower the prince who deserves your throne the most by allocating him to your throne.

Who is responsible?

Everyone in any leadership position is responsible, however, it’s something that the VP Talent Management and LCP should constantly be tracking and assessing through the pipeline management process.

Pipeline Management & Succession Planning can be improved through:

● Consistent talent reviews

● Hold leaders accountable for developing high potential individuals

● Build a succession culture where leadership development is publicized

● Coaching for performance & providing feedback

● Mentoring for personal development

● One-on-ones and encouragement

● Opportunities for leadership development

● Clear development pathways

● Empowering leaders to take on more responsibility

How to identify potential successors?

Which competencies does my successor need?

Identify the required level of behaviours developed at this stage: Foundation, Knowledgeable, Proficient, Advanced

● Self Awareness ● Personal Effectiveness ● Resilience ● Awareness of others ● Inclusiveness ● Effective Communications ● Developing others ● Stakeholder Focus ● Flexible Thinking ● Innovation ● Commitment to results

Additionally your successor should have the following knowledge:

● Basic knowledge in different functional areas

● Advanced knowledge in a specific functional area

● AIESEC on local level

● AIESEC knowledge (The AIESEC way, history, AIESEC XP)

And the following skills:

● Basic time and self-management

● Basic conflict management

● Basic team management

● Basic delegation skills

Tips & Tricks to improve

Evaluate who has the highest skills, competencies.

Give more tasks, more complex tasks for potential successors

Work with members –involve them into work, give tasks, coach, track!

Track the # of applicants per position and strive to have many options to choose from

Succession Planning - Part II

Functional transition

EB transitionEB elect LEAD

Strategic transition

Transition guidelines

Transition planning framework

Succession Planning - Part II

Overlapping planning

Planning preparation

Planning support

Revised Planning ToolPlanning Chair ProgramEB Planning Education

Succession Planning - The Extra Degree

Keep on being a supporter after your successor’s term started!

★ Find a mentor for them and keep being a mentor yourself

★ Leverage your network★ Become a trainer

But also ...

Thank you!