1 © development dimensions intl, inc., mmv. all rights reserved. 1 succession planning overview...
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1© Development Dimensions Int’l, Inc., MMV. All rights reserved.
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Succession Planning Overview
STATE ACTION FOR EDUCATION LEADERSHIP PROJECTFollow-up Meeting
April 27, 2005Delaware Technical & Community College
Loren AppelbaumSenior 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.
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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
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Traditional approach to succession
Function A Function CFunction B
TraditionalReplacement
Planning
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Succession Planning Approach (using Acceleration Pools)
Acceleration Pool
Organization Need BOrganization Need A Organization Need C
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Identifying Identifying PotentialPotential
Success ProfileSuccess Profile
Diagnosing Diagnosing Dev’t NeedsDev’t Needs
Prescribing Prescribing SolutionsSolutions
Ensuring Ensuring DevelopmentDevelopment
Reviewing Reviewing ProgressProgress
Pla
nnin
gP
lann
ing
Acceleration PoolsAcceleration Pools
Building Leadership Succession Planning Approach
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A Leadership Success Profile Needs to Consider the Whole Person
PERFORMANCE
EXPERIENCE
What I have done
COMPETENCIESWhat I am capable of
KNOWLEDGE
What I know
PERSONALATTRIBUTES
Who I am
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LeadershipSuccess
What I know
What I have done
What I can do
Who I am
LeadershipFailure
Didn’t know enough
Never tried before
Not enough practice
Not cut out for it
Knowledge
Experience
Competencies
Personal
Attributes
Factors
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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
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Diagnosis Targets
JOB FIT
CURRENT JOBPERFORMANCE
PERSONAL ATTRIBUTES
PASTEXPERIENCES
BEHAVIOR INFUTURE-FOCUSED
SITUATIONS
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Diagnostic Tools
JOB FIT
Multi-rater surveysPerformance reviews
Inventories & Tests
BehavioralInterviews & Career
Profiles
AssessmentCenters
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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
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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
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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?
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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?
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Key Decisions (cont.)
• Development Planning– Who will oversee it?
– Use of mentors, sponsors?
– Role of experiences vs. training??
– Leadership coaching?
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Key Decisions (cont.)
• Communication Issues
– Key messages?
– Target Audiences?
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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