Succession Planning Cyndi Schaeffer, PhD

Objectives Understand what succession planning means Articulate why succession planning matters Compare traditional to contemporary succession planning Describe the importance of succession planning “scans” and scan elements Articulate some best practices

Understand what succession planning means Intentional process Inclusive process Looking comprehensively - view of the organization Looking comprehensively- view externally Create an organizational culture of development

Definition- What is it? Intentional and comprehensive evaluation planning process that ensures organizational sustainability and competitiveness. It leads to continuity in current and future key positions, retaining and developing human capital for the future and encouraging individual development. And, where a plan is executed, measured, monitored and revisited.

What it isn’t Defining “key” positions as only being leadership Only looking at the current talent and structures HR is the only stakeholder One time activity

Articulate why succession planning matters It can benefit the organization immediately Difficult to plan for the unforeseen Employees feel included Knowledge transfer Builds interdepartmental relationships Promotes positivity and inclusion

Understanding the benefits of succession planning Productivity Competitive edge Commitment to organization Transfer of knowledge Increased morale

Comparison of Traditional and Competitive Succession Planning Done yearly and reviewed Looks at all positions and ones not currently held Scanning is comprehensive and forward thinking Metrics used and evaluated HR and Leadership drive Wasn’t done Only leadership Used a replacement model Plans built on current Not measured not acted on HR drove it

What is your organization doing? Too busy to do anything? Not enough resources to activity engage? Who is leading effort? Is it just a replacement model?

First things first: Succession Planning Scan (SPS) Dedicated and intentional activity Yearly process and check-ins Human resource and leadership led Involvement from all levels: starting from the top Plan and monitoring Simple as possible

Succession Planning Scan (SPS) Political Economic and funding Sociological Competition/market/products Technology Workforce Labor and unions Readiness and change

What is your organization looking at? Doing some SPS activities? Doing all the SPS activities? What lens are being used What lens are not being reviewed What lens should be reviewed?

Best practices-Keep it Simple Change management plan Human capital evaluation and assessment Talent acquisition Professional development programs Mentoring programs Leadership programs Internships

For more information, please contact: Cyndi Schaeffer, PhD raymondcjs16@gmail.com www.changemanagementtrainingandsolutions.com