Succession Planning
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Transcript of Succession Planning
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!