key person risk and succession planning workshop
Post on 08-Jan-2017
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MANAGINGSUCCESSION PLANS
KEY-PERSON RISK
Nobody likes to think about losing a key person on their
team
However, doing so is critical
Because unexpected things happen from time to time
And, unless you’re ready to replace a high performer, it
is hard to give them the promotion they deserve
So succession planning for key-person risk should be a regular (quarterly) process
for all people managers
But it doesn’t have to be a drag. It can be a fast, agile, collaborative process if it is
done well
The following slides should take no more than 90
minutes once a quarter as a team to work through
STEP ONEDECIDE WHAT YOU MEAN BY
LIKELIHOOD
To understand risk, you must first understand how likely it is that the risk will
manifest
ACTIVITY ONEAs a management team, brainstorm what factors correlate to likelihood
Career Fit.Is the person in a role
that is suited for them
Personal Happiness. Is the person happy
in their role?
Personal Happiness. Is the person happy
at home?
CompensationIs the person satisfied
with their comp? SuccessIs the person having
success? Are they feeling recognized?
Brainstorm ideas: Likelihood
STEP TWODECIDE WHAT YOU MEAN BY
IMPACT
To understand risk, you must also understand how great the impact will be if
the risk manifests
ACTIVITY TWOAs a management team, brainstorm what factors
correlate to impact
RelationshipsDoes this person have
a unique, needed network?
Subject MatterDoes this person have unique, needed skills
Customer Impact.Does the person have a key role with a key
customer?
ContagionWill this person
leading cause others to leave?
SuccessIs the person having
success? Are they feeling recognized?
Brainstorm ideas: Impact
STEP THREERATE OUR TEAM MEMBERS AGAINST LIKELIHOOD AND IMPACT TO DERMINE WHO
ARE KEY PEOPLE
ACTIVITY 3: Rate your team members: 1-3 are low risk, 4-6 are medium risk, and 7-9 are high risk
ACTIVITY FOURNext, use the Key Person
grid to plot the results visually. This will help you
see who is a key person and needs a succession plan
Jones
LIKE
LIHO
OD
Clarke
Fell
Claypool
Kaye
Collins
Mingus
NEED A PLAN PLAN IS OPTIONAL NO PLAN NEEDED
Lee
IMPACT
STEP FOURDECIDE WHAT IT MEANS TO HAVE A GOOD SUCCESSION
PLAN
ACTIVITY FIVEAs a management team, agree on what makes a
great plan
Multiple successors to choose from
Readiness of successor
Successors have Development Plan Successors have
Mentorship
Brainstorm ideas: Plan Quality
STEP FIVERATE YOUR KEY PEOPLE AGAINST PLAN QUALITY
ACTIVITY SIXFor those team members
who require a plan, rate the quality of the plan
ACTIVITY SEVENNext, use the Key Person grid to tag Plan quality
Jones
LIKE
LIHO
OD
Clarke
Fell
Claypool
Kaye
Collins
Mingus
NEED A PLAN PLAN IS OPTIONAL NO PLAN NEEDEDGOOD PLAN PLAN W/SOME RISK POOR/NO PLAN
Lee
IMPACT
STEP SIXBUILD OUT YOUR GO-TO-
GREEN PLAN
ACTIVITY EIGHTAs a management team, figure out how to turn all
Key-Person plans to green
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