1. ATD 2015 International Conference & Exposition The Premier Conference for TD Professionals

2. Who is Developing Whom: Talent Developers and their Role in Succession Planning Wanda Piña-Ramírez and Norma Dávila The Human Factor Consulting Group

3. Session Objectives Identify the competencies and responsibilities of a talent developer since they are not always the employee’s managers Recognize how to match the best talent developer for the employee to select who is the most appropriate for a particular potential successor Describe how to manage relationships between talent developers, employees, and their managers given the complexities of the succession planning process and its criticality for the business

4. What is Succession Planning? “The consistent, constant, and organized process to identify, develop, and support a pipeline of candidates for different positions throughout the company in order to maintain its uninterrupted operations in case of planned or unexpected vacancies, ensuring business continuity. Succession planning is all about making sure that the company stays in business with the right people in the right place at the right time.” (Passing the Torch, p. 4)

5. Why is Succession Planning Important? Prepare pool of candidates Does not have to be limited to top positions Cost reductions in recruitment, induction, and turnover Risk reductions by bringing external candidates at lower levels Positive image for internal and external stakeholders Keep institutional knowledge in the institution Senior employees can leave a legacy Facilitate BOD’s involvement in company Reduce length of vacancies

6. Sucession Planning Roles Roles CEO Senior Managers Managers Human Resources L&DSuccessorsConsultantBOD

7. Who are the Talent Developers? Are in charge of developing others Goes beyond a role or assignment Often known as mentors, coaches, guides They can, but do not have to be, the potential successor’s manager (current or future manager) Requires a combination of technical knowledge, business acumen, and interpersonal skills

8. Identify Knowledge Needed Analyze Gaps Establish Developmental Objectives Identify Tools Monitor Progress and Readiness Inform Progress Responsibilities of Talent Developers Ensure Successor’s Readiness for Next Role

9. Matching Talent Developers and Potential Successors Analysis of what the potential successor needs What the talent developer can offer What the talent developer is willing to offer Be aware of the learning styles Ensure the “RIGHT FIT”

10. Competencies of Talent Developers KnowledgeLearning PaceAdaptability and Flexibility Decision-makingEngagementSelf-confidence CredibilityInfluenceConceptual Thinking Depth of Job knowledgeKnowledge TransferEmpowerment EthicsRespectTraining Business Acumen

11. Managing Relationships Talent Developer Employee Manager

12. Want to know more about Succession Planning? Wanda Piña-Ramírez pixiepinaramirez@aol.com Wanda Piña-Ramírez pixiepinaramirez@aol.com Norma Dávila normadavila47@gmail.com Norma Dávila normadavila47@gmail.com

13. B OOK I T ! ATD Store Lobby B, Street Level td.org/Torch