2. OCIO Leadership Series December, 2012 The “C” Player Plan

3. The “C” Player Use Topgrading techniques to manage your succession When grading identify peoples passion and talent (s) Why bother, just look at the person and choose, right?

4. Takeaway: Make decisions, Develop People, Perform WHY NOT? Why am I a Manager?

5. What Plan? 75% of top 100 global company top HR execs say promoting from Performance Appraisals or gut feel result in disappointments and failures You make your decisions on the “A/B” players and are reluctant to say “C” If you have the luxury of a trusted working team-ask for help Maybe your teammates know of skills/talents that will help a “C” become a “B” or maybe even an “A” by doing a different job or having a different manager (Redeploy)

6. IDENTIFY-ASSESS-EVALUATE Why worry about the “C”? They are doing their job Who loses when you don’t take action? If you have coached-provided development and feedback-redeployed, what next? Chronic underperformer doesn’t quit! Time to replace!!

7. Performance Gaps Summary  Discuss with the person the gaps in performance that you see  Determine if their life depended on it could they perform  If the answer is no then job redeployment or job engineering is in order  If the answer is yes then additional training/development should be scheduled and agreed upon

8. Review 1.Complete your Human Capital Management Plan 2.Develop plans for your “A/B” players 3.Review the performance gaps in your “C” players 4.Redeploy or Replace

9. Next Session