Benchmark-It Webinar: Talent Reviews & Succession Planning By William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow President, Rothwell & Associates, Inc. Email: wjr9@psu.edu © Copyright 2016 by William J. Rothwell, Ph.D., SPHR

Why Models Are Important All best practice organizations use models to guide what they do Models help explain what the organization is trying to do

Simple Replacement Planning Manager Position Title Rank Name Readiness Manager Position Title Manager Position Title Manager Position Title Rank Name Readiness Rank Name Readiness Rank Name Readiness

What Strategic Model Can Guide Succession Planning? Step 1: Make the commitment Step 2: Assess present work/people requirements Step 7: Evaluate the program Step 3: Evaluate current performance Step 6: Close developmental gaps Step 4: Determine future work/people requirements Step 5: Assess potential Source: Rothwell, W. (2010). Effective succession planning. (4th ed.). New York: Amacom.

What Strategic Model Can Guide Talent Management? Step 1: Make the commitment Step 2: Assess present work/people requirements Step 9: Evaluate the program Step 8: Establish Retention Program Step 3: Evaluate current performance Step 7: Close developmental gaps Step 4: Determine recruiting/selection procedures Step 5: Determine future work/people requirements Step 6: Assess potential Source: Rothwell, W. (2010). Effective succession planning. (4th ed.). New York: Amacom.

What Tactical Model Can Guide Talent Management? Take Steps to Identify Short-term and Long-term Backups for Their Own Work Set An Example By Modeling Self-development Ass Assess Individual Potential Recruit and Select Talented People Decruit People Who Are Not Performing Properly After Exhausting Other Efforts Train and Develop Talented People Work with Diverse People Encourage Career Planning and Offer Career Counseling Retain Talent Carry Out Performance and Development Coaching Transfer Knowledge and Professional Contacts Appraise Workers and Provide Daily Feedback Manage High Potential and High Professional Workers Source: Rothwell, W. (2009). The manager’s guide to maximizing employee potential. New York: Amacom.

What Model Can Guide Technical Talent Management and Succession Planning? Step 1: Make the commitment Step 2: Clarify what work processes are key to the organization’s mission Step 3: Clarify who possesses specialized knowledge about those key work processes Step 5: Clarify how those work processes are performed by those possessing specialized knowledge Step 6: Capture and distill the specialized knowledge about those work processes that is possessed by those with special knowledge Step 7: Consider how to maintain and transmit specialized knowledge and who needs it to ensure the efficient and effective continuity of operations Step 8: Continuously assess knowledge gaps, evaluate the action strategies taken to address them, and the results achieved Step 4: Clarify who is at risk for loss to the organization Source: Rothwell, W., and Poduch, S. (2004). Introducing technical (not managerial) succession planning. Public Personnel Management,, 33(4), 405-420.

Ways to Transfer Knowledge Job shadowing Job rotation Job aids Mentoring Coaching Can you think of other ways?

What Model Can Guide Social Network Succession Planning? Step 1: Make the commitment Step 2: Clarify what social relationships are key to the organization’s mission Step 3: Clarify who has those relationships Step 5: Clarify how those social relationships are used by those who have them Step 6: Identify ways to introduce/pass on social networks to future successors Step 7: Consider how to ensure that the social relationship “pass ons” are effective Step 8: Continuously assess social networks, evaluate the action strategies taken to pass them on, and the results achieved Step 4: Clarify who is at risk for loss to the organization Source: Rothwell, W. (2007). Social relationship succession planning: A neglected but important issue?.Asian Quality, 2(4), 34-36.

Ways to Transfer Social Relationships 2 people in one job Job shadowing Mentoring Coaching Can you think of other ways?