western cities succession presentation
DESCRIPTION
Presented this power point at the western cities human resource conferenceTRANSCRIPT
Western Cities Human Resource Western Cities Human Resource ConferenceConference
Five Keys toFive Keys toSuccession PlanningSuccession PlanningIn Your OrganizationIn Your Organization
Sponsored bySponsored by
Profiles InternationalProfiles International
Today’s ObjectivesToday’s Objectives
IDENTIFYIDENTIFY key leadership criteria! key leadership criteria!
FINDFIND future leaders! future leaders!
MEASUREMEASURE results and reinforce desired behavior! results and reinforce desired behavior!
CREATECREATE a sense of responsibility! a sense of responsibility!
ALIGNALIGN succession planning with corporate culture! succession planning with corporate culture!
Key Leadership CriteriaKey Leadership Criteria
HistoryHistoryExperience, Experience,
Employment, Employment, Education,Education,
BackgroundBackground
PAST
Key Leadership CriteriaKey Leadership Criteria
HistoryHistory
Experience, Experience, Employment, Employment,
EducationEducation, , Background Background
CheckCheck
PerformancePerformanceCurrent Current
Performance Performance on the jobon the jobReviewsReviews
SponsorsSponsors
PRESENTPAST
Key Leadership CriteriaKey Leadership Criteria
HistoryHistory
Experience Experience Employment, Employment,
Education,Education, BackgroundBackground
PerformancePerformanceCurrent Current
Performance Performance on the jobon the jobReviewsReviews
SponsorsSponsors
PRESENT
PAST
Job MatchJob MatchCompetencyCompetencyAlignmentAlignmentwith future with future
positionpositionFUTURE
Job match outranksJob match outranksall other factors!all other factors!
A well-documented study, published inA well-documented study, published in Harvard Harvard Business ReviewBusiness Review concludes that "Job Match" is by far concludes that "Job Match" is by far the most reliable predictor of effectiveness on the job. the most reliable predictor of effectiveness on the job.
The conclusion: The conclusion: "It's not experience that counts or "It's not experience that counts or college degrees or other accepted factors; college degrees or other accepted factors; success hinges on a fit with the job."success hinges on a fit with the job."
The Total PersonThe Total Person
10% - Good But Limited Information:
90% - Essence of the Total Person:
Skills, Experience & Company Match
Thinking Style
Occupational Interests
Behavioral Traits
Job Fit
Find Future LeadersFind Future Leaders
Internal Candidates!
External needs!
The Top Two Reasons People FailThe Top Two Reasons People Fail
IncompetenceIncompetence IncompatibilityIncompatibility
Must seek to avoid the Peter Principle!Must seek to avoid the Peter Principle!
How to measure competenciesHow to measure competenciesand compatibilityand compatibility
CanCan the person the persondo the job?do the job?
WillWill the person the persondo the job?do the job?
HowHow will the person will the persondo the job?do the job?
Sample STEN Distribution Curveof the Working Population
The score for each scale is reported as a number from 1 to 10 on a STEN scale (Standard TEN). The raw scores have been normed on the adult working population so that the distribution of final scores will fall as a normal distribution on each scale. In other words, on each scale about 2/3 of the scores will fall at 4, 5, 6 or 7 and as you move toward either end of the scale, this frequency will taper off.
The JobMatchThe JobMatchPatternPattern
Shaded areas Shaded areas indicate the indicate the JobMatch patternJobMatch pattern
The JobMatch The JobMatch patterns show patterns show requirements for the requirements for the jobs in your jobs in your companycompany
Job Profile Summary
Job Pattern: Sales
Overall Job Match
Thinking Style
1 2 3 4 5 6 7 8 9 10
Learning Index
Verbal Skill
Verbal Reasoning
Numerical Ability
Numeric Reasoning
Occupational Interests
1 2 3 4 5 6 7 8 9 10 Enterprising
Financial/Administrative
People Service
Technical
Mechanical
Creative
Behavioral Traits
1 2 3 4 5 6 7 8 9 10 Energy Level
Assertiveness
Sociability
Manageability
Attitude
Decisiveness
Accommodating
Independence
ConcurrentConcurrentStudyStudy
Store Manager Creation Date: 5/12/2002 12:23:47 PM Number of Candidates: 4
Thinking Style 1 2 3 4 5 6 7 8 9 10
Learning Index 2 1 1
1 2 3 4 5 6 7 8 9 10 Verbal Skill
1 1 2
1 2 3 4 5 6 7 8 9 10 Verbal Reasoning
1 1 1 1
1 2 3 4 5 6 7 8 9 10 Numerical Ability
1 2 1
1 2 3 4 5 6 7 8 9 10 Numeric Reasoning
1 1 1 1
Occupational Interests 1 2 3 4 5 6 7 8 9 10
Enterprising 1 1 2
1 2 3 4 5 6 7 8 9 10 Financial/Administrative
1 1 2
1 2 3 4 5 6 7 8 9 10 People Service
1 1 1 1
1 2 3 4 5 6 7 8 9 10 Technical
2 1 1
1 2 3 4 5 6 7 8 9 10 Mechanical
2 1 1
1 2 3 4 5 6 7 8 9 10 Creative
1 1 1 1
Behavioral Traits 1 2 3 4 5 6 7 8 9 10
Energy Level 1 1 2
1 2 3 4 5 6 7 8 9 10 Assertiveness
1 1 1 1
1 2 3 4 5 6 7 8 9 10 Sociability
1 1 1 1
1 2 3 4 5 6 7 8 9 10 Manageability
1 1 2
1 2 3 4 5 6 7 8 9 10 Attitude
1 3
1 2 3 4 5 6 7 8 9 10 Decisiveness
1 1 2
1 2 3 4 5 6 7 8 9 10 Accommodating
1 1 2
1 2 3 4 5 6 7 8 9 10 Independence
1 1 1 1
1 2 3 4 5 6 7 8 9 10 Objective Judgement
1 1 2
Good Job MatchGood Job Match
Poor Job MatchPoor Job MatchJob Profile Summary
Job Pattern: Sales
Learning Index
Verbal Skill
Verbal Reasoning
Numerical Ability
Numeric Reasoning
Thinking Style
Occupational Interests
Behavioral Traits
People Service
Technical
Creative
Financial/Administrative
Assertiveness
Energy Level
Sociability
Enterprising
Manageability
Attitude
Decisiveness
Accommodating
Independence
Objective Judgement
Mechanical
Distortion 10
Overall Job Match 62%
Measure results and reinforce Measure results and reinforce desired behavior!desired behavior!
Who fits the job which will be open?Who fits the job which will be open?Job Match Profiles
Director of Human Resources – Succession Plan
Mark L. Wilcox 87%Jonathan Cartwright 82%John M Sampson 77%Ann E. Peckham 73%Bill Ballard 67%Jason Young 66%Brooke Clay 65%Dennis Tyler 58%Melissa Williams 51%Jonathon Arnold 48%Carol A. Wilcox 41%
Which positions are best fits?Which positions are best fits?John Sampson
Director of Training 89%Sales Consultant 85% Education Manager 81%Store Operations Manager 79%Sales Manager 75% Director of Recruiting 69%Human Resource Manager 67%VP Marketing 65%CEO 63% CFO 59% Territory Manager 56%Warehouse Manager 55%Director of Desk Operations 54%District Sales Manager 52%Customer Service Manager 51%Procurement Manager 47%
Create a sense of responsibility!Create a sense of responsibility!
Make Managers Responsible!Make Managers Responsible!
They must identify their replacements!They must identify their replacements! Acknowledge voids!Acknowledge voids! Educate them on how JobMatch works!Educate them on how JobMatch works! Measure their development of others!Measure their development of others! Incorporate into annual review!Incorporate into annual review! Recognize developmental achievement!Recognize developmental achievement!
Align succession planningAlign succession planningwith strategic plan!with strategic plan!
Strategic PlanningStrategic Planning Identify & Groom Strong PerformersIdentify & Groom Strong Performers
Job MatchJob Match Develop Future Leaders (Internal)Develop Future Leaders (Internal)
Coaching and TrainingCoaching and Training Determine Future NeedsDetermine Future Needs
Visionary BenchmarksVisionary Benchmarks Plan for Future Needs (External)Plan for Future Needs (External)
Recruiting StrategiesRecruiting Strategies
Today’s ObjectivesToday’s Objectives IDENTIFYIDENTIFY key leadership key leadership
criteriacriteria
FINDFIND future leaders future leaders
MEASUREMEASURE results and results and reinforce desired behaviorreinforce desired behavior
CREATECREATE a sense of a sense of responsibility responsibility
ALIGNALIGN succession succession planning with corporate planning with corporate cultureculture
Winning the Talent War!Winning the Talent War!
““In these days of talent wars, the best way In these days of talent wars, the best way to keep your stars is to to keep your stars is to know them better know them better than they know themselvesthan they know themselves – and then use – and then use that information to customize the careers that information to customize the careers of their dreams.”of their dreams.”
Harvard Business ReviewHarvard Business Review
Sept/Oct 1999Sept/Oct 1999
Profiles InternationalProfiles International Brent PearsonBrent Pearson 306-222-9963306-222-9963 [email protected]@sasktel.net www.advancogroup.comwww.advancogroup.com or or
www.profilesinternational.comwww.profilesinternational.com assessment demo self registrationassessment demo self registration
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