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Succession Planning for You and Your Managers V1.1 Dale Carnegie® Digital | 1 All rights reserved
Succession Planning for You and Your Managers
It helps you to:
Process
Used with permission: W. Rothwell, Effective Succession Planning
Supporting Processes
Succession Planning for You and Your Managers V1.1 Dale Carnegie® Digital | 2 All rights reserved
Plan Components
Succession Planning for You and Your Managers V1.1 Dale Carnegie® Digital | 3 All rights reserved
The Nine Box Grid
Succession Planning for You and Your Managers V1.1 Dale Carnegie® Digital | 4 All rights reserved
IT Director Example - The Nine Box Grid
Succession Planning for You and Your Managers V1.1 Dale Carnegie® Digital | 5 All rights reserved
IT Director Example
Succession Planning for You and Your Managers V1.1 Dale Carnegie® Digital | 6 All rights reserved
Finance Manager Example
Succession Planning for You and Your Managers V1.1 Dale Carnegie® Digital | 7 All rights reserved
Finance Manager Example
Succession Planning for You and Your Managers V1.1 Dale Carnegie® Digital | 8 All rights reserved
My Assessment - The Nine Box Grid
Succession Planning for You and Your Managers V1.1 Dale Carnegie® Digital | 9 All rights reserved
Current Talent Pool From My Department Strengths Needs: Skills, Experience, Development When Job-Ready?
Name
Name
Name
Name
Name
Name
From Other Departments/Locations
External Candidates
Succession Planning for You and Your Managers V1.1 Dale Carnegie® Digital | 10 All rights reserved
Future Talent Pool Name Strengths Needs: Skills, Experience, Development Time Frame
From My Department
From Other Departments/Locations
External Candidates
Succession Planning for You and Your Managers V1.1 Dale Carnegie® Digital | 11 All rights reserved
DO
Tips When Succession Planning
DON’T
Succession Planning for You and Your Managers V1.1 Dale Carnegie® Digital | 12 All rights reserved
Succession Planning Conversation Starters
A manager preparing to retire within the next year has no succession plan.
Appeal to nobler motives
You have built such a legacy here. How can you teach others what you have learned and give them the opportunity to develop in your role so that they can achieve the level of success you have had?
A director is comfortable in place and plans to be here a long time; does not see the need for succession planning.
Speak in terms of the other person’s interest
It seems like you really enjoy your work. What else interests you that you never have time enough to do? How could coaching others as part of succession planning help you get more of what you want?
A leader (the owner) wants to keep his or her hand in every facet of the business. He/she won’t let go.
Throw down a challenge
(Present evidence about a similar business that achieved good results from succession planning.) The XYZ firm put succession planning and leadership development in place and within two years showed a 25% increase in profitability. I’ll bet we could do it in less than one year with your support and leadership.
Your “difficult” scenario