1. Succession Planning
Cyndi Schaeffer, PhD

2. 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

3. 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

4. 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.

5. 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

6. 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

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

8. 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

9. 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?

10. 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

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

12. 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?

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

14. For more information, please contact: Cyndi Schaeffer, PhD