1 © Development Dimensions Intl, Inc., MMV. All rights reserved. 1 Succession Planning Overview STATE ACTION FOR EDUCATION LEADERSHIP PROJECT Follow-up Meeting April 27, 2005 Delaware Technical & Community College Loren Appelbaum Senior Consultant Development Dimensions International, Inc. C O M P E T I T I V E A D V A N T A G E. R E A L I Z E D.

2 © Development Dimensions Intl, Inc., MMV. All rights reserved. 2 Succession Management Approach Clarify Terms: Replacement Pools vs. Succession Planning Replacement: Can fill a specific position tomorrow Succession: Developing people for target levels who could fill a variety of positions

3 © Development Dimensions Intl, Inc., MMV. All rights reserved. 3 Traditional approach to succession Function AFunction CFunction B Traditional Replacement Planning

4 © Development Dimensions Intl, Inc., MMV. All rights reserved. 4 Succession Planning Approach (using Acceleration Pools) Acceleration Pool Organization Need BOrganization Need AOrganization Need C

5 © Development Dimensions Intl, Inc., MMV. All rights reserved. 5 Identifying Potential Success Profile Diagnosing Devt Needs Prescribing Solutions Ensuring Development Reviewing Progress Planning Acceleration Pools Building Leadership Succession Planning Approach

6 © Development Dimensions Intl, Inc., MMV. All rights reserved. 6 A Leadership Success Profile Needs to Consider the Whole Person PERFORMANCE EXPERIENCE What I have done COMPETENCIES What I am capable of KNOWLEDGE What I know PERSONAL ATTRIBUTES Who I am

7 © Development Dimensions Intl, Inc., MMV. All rights reserved. 7 Leadership Success What I know What I have done What I can do Who I am Leadership Failure Didnt know enough Never tried before Not enough practice Not cut out for it Knowledge Experience Competencies Personal Attributes Factors

8 © Development Dimensions Intl, Inc., MMV. All rights reserved. 8 Leadership Potential Factors* S U S T A I N E D P E R F O R M A N C E + *Research Foundation Bray & Howard, DDI, McCall et al, Personality Based Research, Collins, Hogan & Hogan, etc. Leadership Promise Propensity to Lead Brings Out the Best in People Authenticity Balance of Values and Results (Org. specific, future focused) Culture Fit Passion for Results Personal Development Orientation Receptivity to Feedback Learning Agility Mastery of Complexity Adaptability Conceptual Thinking Navigates Ambiguity

9 © Development Dimensions Intl, Inc., MMV. All rights reserved. 9 Diagnosis Targets JOB FIT CURRENT JOB PERFORMANCE PERSONAL ATTRIBUTES PAST EXPERIENCES BEHAVIOR IN FUTURE-FOCUSED SITUATIONS

10 © Development Dimensions Intl, Inc., MMV. All rights reserved. 10 Diagnostic Tools JOB FIT Multi-rater surveys Performance reviews Inventories & Tests Behavioral Interviews & Career Profiles Assessment Centers

11 © Development Dimensions Intl, Inc., MMV. All rights reserved. 11 Best Development Strategy? Development Priorities (What) Job Challenges Competencies Organizational Knowledge Executive Derailers Development Strategies (How) Job or task force assignment Short-term experiences Training; Internships Professional coaching

12 © Development Dimensions Intl, Inc., MMV. All rights reserved. 12 Developmental Support Supervisor, mentor and pool member: – Plan development actions How the skill/knowledge will be obtained Application of the skill/knowledge Measurement of success of application – Determine additional development areas and appropriate development actions Supervisor and mentor provide coaching and support, monitor personal and retention issues Proof of development = successful applications

13 © Development Dimensions Intl, Inc., MMV. All rights reserved. 13 Key Decisions Success Profile – What are the key Experiences and Knowledge important for success at the Target level positions? – What Competencies will be used? Existing model? Create new? – Use of executive derailers? Diagnosing Development Needs – What diagnostic tools will be used? Assessment simulations? Tests? Interviews? 360s?

14 © Development Dimensions Intl, Inc., MMV. All rights reserved. 14 Key Decisions (cont.) Acceleration Pools – Number of acceleration pools? – Number of acceleration pool members? – Target level for pools? Nomination Process, Criteria – How will the nomination process be conducted? – What are the nomination criteria?

15 © Development Dimensions Intl, Inc., MMV. All rights reserved. 15 Key Decisions (cont.) Development Planning – Who will oversee it? – Use of mentors, sponsors? – Role of experiences vs. training?? – Leadership coaching?

16 © Development Dimensions Intl, Inc., MMV. All rights reserved. 16 Key Decisions (cont.) Communication Issues – Key messages? – Target Audiences?

17 © Development Dimensions Intl, Inc., MMV. All rights reserved. 17 Realizing Results – 5 Components Communication – Key audiences – Key messages Accountability – Senior champion(s) – Operation leader(s) – Roles & deliverables Skill – Leaders – Sponsors/Mentors – Managers Alignment – – Selection – – Development – – Performance Management Measurement – – Participant reactions – – % of Ready Now for senior roles – – Retention of talent – – Ratio of internal/external hires – – Success rates of new incumbents – – Diversity – – Time to fill key positions