© 2015 ASPCA ®. All Rights Reserved. Succession Planning & People Development Practical Tools for Managers Cheryl Bucci - Vice President, Human Resources Moira Hudak-Hall - Director, Human Resources April 9, 2016

2 © 2015 ASPCA ®. All Rights Reserved. Introductions Cheryl Moira

3 © 2015 ASPCA ®. All Rights Reserved. Agenda Our objective is to provide you an introduction to succession planning and a few tools to support this process and your people development. Today we will discuss: What is Succession Planning? What are the components of Succession Planning? What additional tools can we utilize? Q&A and a final reflection

4 © 2015 ASPCA ®. All Rights Reserved. Our time together will be interactive… get ready! If you have a question that doesn’t get answered in the course of the conversation, please TEXT it to Cheryl at: Please include your FULL NAME so that if we don’t get to it today, we can answer you through after our session!

5 © 2015 ASPCA ®. All Rights Reserved. What is Succession Planning?

6 © 2015 ASPCA ®. All Rights Reserved. Coming into this session we asked you to react to the following statements: Statement 1: Leaders at my organization identify and develop their successors Statement 2: We proactively identify reasons our leaders might leave their roles Statement 3: We create plans to keep our leaders engaged and growing in their roles Statement 4: Leaders at my organization discuss high potential internal talent on a regular basis Statement 5: We are prepared for a significant leadership change (i.e. ED, CEO or top leadership team) within the next 1- 2 years

7 © 2015 ASPCA ®. All Rights Reserved. Over 50% of respondents seem to discuss high potential internal talent on a regular basis n = 44

8 © 2015 ASPCA ®. All Rights Reserved. Succession Planning supports your organizational vision and mission It’s a formal process to identify your top leaders and your most critical roles …both of which are crucial in your ability to achieve your mission in the short- and long-term

9 © 2015 ASPCA ®. All Rights Reserved. It is an important component of your strategic planning processes Increases Organizational Longevity – Ensuring your Mission Endures Connects the Importance of People to your Mission

10 © 2015 ASPCA ®. All Rights Reserved. A formal plan will help mitigate against organizational risks Understanding of your organization’s vision, mission, priorities and goals Identification of potential barriers to success What are the critical skills and knowledge you need on your team? How do we retain and attract the talent that has these skills and knowledge? SUCCESSION PLANNING

11 © 2015 ASPCA ®. All Rights Reserved. Let’s Practice: Outline your Organization’s Strategic Planning Process Please take out Exercise 1 within your packet Of most importance here – how might succession planning fit within your current process? You have 5 minutes for individual reflection, and 10 minutes to discuss in pairs.

12 © 2015 ASPCA ®. All Rights Reserved. There are numerous benefits from increased employee retention to decreased time-to-fill Increases Employee Retention – by creating career paths and professional development Fosters Cross-Functional Movement and More Diverse Internal Pipelines Increases Ability to React to Surprises – pre- planning on what to do with turnover or leaves Reduces Costs of External Recruitment or Failed Initiatives due to Staffing Gaps

13 © 2015 ASPCA ®. All Rights Reserved. The barriers of time, resources, and fear of change could inhibit implementation Limited resources including people, time, and money Challenges in one’s organizational ability to forecast accurately Reactive management approach with limited planning across the organization Inability to execute the process and follow-up consistently Fear of Change in what identifying and nurturing future talent could mean to current staff

14 © 2015 ASPCA ®. All Rights Reserved. Let’s Practice: Rationale for Succession Planning & Overcoming Barriers Please take out Exercise 2 within your packet What’s your burning platform for succession planning? What are the barriers you will face and how might you overcome them? You have 5 minutes for individual reflection, and 10 minutes to discuss in pairs.

15 © 2015 ASPCA ®. All Rights Reserved. In sum: Succession Planning is crucial! Succession planning is a part of your strategic planning process You identify the knowledge and skills required to achieve your mission now and in the future You identify the top leaders you should retain and develop and the critical roles they must be in So that your organization endures over the long haul And you have an engaged, developed, and diverse people who are at the center of your work!

16 © 2015 ASPCA ®. All Rights Reserved. What are the components of Succession Planning?

17 © 2015 ASPCA ®. All Rights Reserved. There are 6 components to Succession Planning Identifying org vision, mission, priorities, goals Identifying skills and knowledge needed Identifying top talent Identifying critical roles Defining individual development and creating internal pipelines of talent Setting goals and measuring outcomes

18 © 2015 ASPCA ®. All Rights Reserved. BREAK See you back at 11:30

19 © 2015 ASPCA ®. All Rights Reserved. Identifying org vision, mission, priorities, goals Identifying skills and knowledge needed Identifying top talent Identifying critical roles Defining individual development and creating internal pipelines of talent Setting goals and measuring outcomes Start with organizational strategy What are your current priorities and goals? Where do you want to be as an organization in 5-10 years? What external factors might affect organizational success? Are there internal dynamics to note here as well?

20 © 2015 ASPCA ®. All Rights Reserved. Identifying org vision, mission, priorities, goals Identifying skills and knowledge needed Identifying top talent Identifying critical roles Defining individual development and creating internal pipelines of talent Setting goals and measuring outcomes What are the skills and knowledge that your organization needs right now to achieve your mission? What KSAs are needed in the future? Are they the same or different? Identify the KSAs your people will need to ensure you have organizational sustainability

21 © 2015 ASPCA ®. All Rights Reserved. Identifying org vision, mission, priorities, goals Identifying skills and knowledge needed Identifying top talent Identifying critical roles Defining individual development and creating internal pipelines of talent Setting goals and measuring outcomes Identify the people who are in or could be in critical roles now and in the future Who are your current top leaders and why? Who are the leaders you see emerging? Have you thought holistically about top talent (all teams, locations, levels)? Have you aligned on these leaders across the organization?

22 © 2015 ASPCA ®. All Rights Reserved. Identifying org vision, mission, priorities, goals Identifying skills and knowledge needed Identifying top talent Identifying critical roles Defining individual development and creating internal pipelines of talent Setting goals and measuring outcomes Identify the critical roles required to achieve your mission now and in the future What are the roles within your organization that are critical for advancement of your mission? What roles outside your executive team should you also be thinking about? Have you aligned on these roles across the organization?

23 © 2015 ASPCA ®. All Rights Reserved. Let’s Practice: Identifying Top Talent & Critical Positions Please take out Exercise 3 within your packet Remember to identify talent across the organization Think through critical positions at all levels You have 5 minutes for individual reflection, and 10 minutes to discuss in pairs.

24 © 2015 ASPCA ®. All Rights Reserved. Identifying org vision, mission, priorities, goals Identifying skills and knowledge needed Identifying top talent Identifying critical roles Defining individual develop- ent and creating internal pipelines of talent Setting goals and measuring outcomes Identify development plans and internal pipelines of talent What types of developmental experiences have you seen ready your leaders for critical roles? What additional information do you need to get on your internal talent to place them within the pipeline? Who needs to align on these plans and pipelines to finalize?

25 © 2015 ASPCA ®. All Rights Reserved. Let’s Practice: Discussing your Top Talent Please take out Exercise 4 within your packet Fill in as much as you know about your people If you don’t know something, ask “why?” and how can you get the information you need “Plans do not develop anyone, only development experiences develop people.” - HBR You have 5 minutes for individual reflection, and 10 minutes to discuss in pairs.

26 © 2015 ASPCA ®. All Rights Reserved. Let’s Practice: Discussing Your Critical Positions Please take out Exercise 5 within your packet Fill in as much as you know about the role and pipeline candidates? What are your candidate pipelines telling you? Where might it make sense to focus on external recruitment, if necessary? You have 5 minutes for individual reflection, and 10 minutes to discuss in pairs.

27 © 2015 ASPCA ®. All Rights Reserved. Identifying org vision, mission, priorities, goals Identifying skills and knowledge needed Identifying top talent Identifying critical roles Defining individual development and creating internal pipelines of talent Setting goals and measuring outcomes Set goals and measure your outcomes over time How will you know if talent planning has been successful? What goals and measures do you want to set? What are the right timeframes?

28 © 2015 ASPCA ®. All Rights Reserved. To make succession planning work, it needs to be deliberate and thoughtful Formal Systemic SystematicTailored Experience- based

29 © 2015 ASPCA ®. All Rights Reserved. What additional tools can we utilize?

30 © 2015 ASPCA ®. All Rights Reserved. Utilizing 70, 20, 10, is a good rule of thumb when thinking about professional development -Feedback as a part of regular check-ins and performance management -Quarterly feedback sessions -Annual or bi-annual 360 degree feedback -Internal/external mentorship and/or coaching

31 © 2015 ASPCA ®. All Rights Reserved. Your people should own their own professional development through setting goals The Individual Development Plan Template

32 © 2015 ASPCA ®. All Rights Reserved. Managers should give and receive ongoing feedback with their direct reports The 2x2 Feedback Form

33 © 2015 ASPCA ®. All Rights Reserved. Q&A and a final reflection

34 © 2015 ASPCA ®. All Rights Reserved. We’ve covered a lot and want to make sure we answer any last questions from the group A Final Reflection: Write down 1-3 things you will commit to doing related to succession planning in the next 3 months Put your name and work address on the envelope Look forward to hearing from us in July! Questions?

35 © 2015 ASPCA ®. All Rights Reserved. Thank you so much!