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A.
Introduction - What is succession planning?
- Definition
- The Process
- Benefits
- Current State of Affairs - Why Companies don't do
it right
B.
Reasons for Planning
- State of Work
- Current Dichotomy
- Organization Change
- Other Contemporary Issues - Importance
- Poor Planning - Doing More Harm
C.
Why Invest?
- The Necessity
- Talent Management Emphasis-
Core Competencies for the
Next Generation
- Leadership Ramifications
- Myths of Leadership and Power
1-Leaders
are born; 2 - Leaders are rare;
3- Only find at the top; 4-etc.
-Positional Power vs. Personal
Power - Influence Skills
D.
The Components of Succession Planning
- 7 Steps for building a successful succession planning
program
Review 7 steps in detail (People growth, plan, ID
talent,
bench strength, ID, develop talent, evaluation)
Also mention key
phases below
- Replacement
- Planning Concepts
- Renewal
- Practices
- High Potential Identification
- Input Gathering
- The Role of Development Programs/Strategies
E.
Establishing a System
- Identification - Talent Pool - How Shallow or Dry
is it?
- Assessment
- Development
- Placement
- Administration
F.
Other Considerations
- Business Strategy
- Process
- Skill Assessment
- Success Factors Contingency Planning - Accommodating
Inevitable Staff Changes
- Identifying Talent
G.
The Nuts and Bolts of Succession Planning Implementation
- Administrative Forms
- Profile Forms
- Assessment Forms
- Roles in Succession Planning
- Identifying the "Golden Paths" of
skill development (highlight organization needs and
desires;
competency identification)
- Obstacle to Success
- Measuring employee performance
and gauging potential; using
the Nine Box Matrix (Review
grid sent to attendees)
- Tips for Effective Mentoring
and Coaching Programs
- Best-Practice Metrics for
continued plan success
H. Summary
- Q&A
- Next Steps
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