aiir succession planning presentation
DESCRIPTION
Succession Planning presentation delivered at the 23rd Annual Society of Plastics Engineers Conference on September 17th, 2014.TRANSCRIPT
SUCCESSION PLANNING
© 2014 AIIR CONSULTING
Engineering Succession Planning for Business Continuity and Long-term Success
Jonathan Kirschner, Psy.D. CEO
Rachel Benyola, M.S. Consultant | Global Client Development
WHY SUCCESSION PLANNING?
© 2014 AIIR CONSULTING
What if we choose the wrong leaders?
3
& Customers
WHO IS GOING TO SITTING AROUND YOUR TABLE?
© 2014 AIIR Consulting, LLC www.aiirconsulting.com
© 2014 AIIR Consulting, LLC www.aiirconsulting.com
• Think Strategically
• Act For Change
• Develop People
• Cooperate Transversally
• Lead Teams
• Strive for Results
• Make Decisions
• Commit to Customers
• Embrace Challenge
• Partner for Clients’ Success
• Collaborate Globally
• Act with a Systemic Perspective
• Build Mutual Trust
• Influence Through Expertise
• Continuously Transform
• Communication for impact
• Help IBMers succeed
• Shape The Future
• Build Effective Relationships
• Energize the Team
• Deliver Results
• Model Personal Excellence,
Integrity and Accountability
LEADERSHIP COMPETENCY MODELS
SO HOW DO WE SUCCESSION PLAN?
© 2014 AIIR Consulting, LLC www.aiirconsulting.com
IDENTIFY
ONBOARD
DEVELOP
SUSTAIN
AIIR’S SUCCESSION PLANNING MODEL
© 2014 AIIR Consulting, LLC www.aiirconsulting.com
What Does it Mean to be A Leader at your Organization?
© 2014 AIIR Consulting, LLC www.aiirconsulting.com
IDENTIFY
DEVELOPIDENTIFY SUSTAINONBOARD
ACTIONS• Create a success profile
• Choose an Assessment strategy for assessing against that profile
• Assess incumbents
• Select and announce successor and/or High-Potential Group
© 2014 AIIR Consulting, LLC www.aiirconsulting.com
IDENTIFY
DATA ANALYSIS SUCCESS
PROFILE
N=50
assessment center
ASSESS
High FitModerate FitLow Fit
N=10
© 2014 AIIR Consulting, LLC www.aiirconsulting.com
Emotional Intelligence
!Derailers
Leadership Strengths
Critical Thinking
Operative Style
N=20N=30
DEVELOPIDENTIFY SUSTAINONBOARD
• Provide mentorship for new leader during transition period
• Vision and Align organization to vision
• Ensure there is alignment with board, stakeholders, and customers
• Preparations for Off-Boarding (if relevant)
© 2014 AIIR Consulting, LLC www.aiirconsulting.com
ONBOARD
DEVELOPIDENTIFY SUSTAINONBOARD
•Leverage assessment data to establish a leadership profile
•Create Strategic Development Plan to leverages strengths and closes leadership gaps
•Coach the new leader/s to make necessary changes to drive success and lead a high-performing team
© 2014 AIIR Consulting, LLC www.aiirconsulting.com
DEVELOP
© 2014 AIIR Consulting, LLC www.aiirconsulting.com
STRATEGIC DEVELOPMENT PLAN
© 2014 AIIR Consulting, LLC www.aiirconsulting.com
DEVELOPIDENTIFY SUSTAINONBOARD
• Create and implement a Talent Management Strategy for all levels of the organization.
• Engage in formal Talent Review meetings
• Create an Ongoing HIPO Program that has clear processes. It should combine assessment/coaching/leadership training
• Recruitment, retention, performance management, succession, culture
SUSTAIN
4 Main Drivers for Succession Planning
15
Risk Management
Top Talent Retention
Business Continuity
Business Growth
Succession Planning
© 2014 AIIR Consulting, LLC www.aiirconsulting.com
THE REALITY•Succession Planning is an
emotionally charged topic
•This can get messy if not done correctly!
•Expert support is available
!
© 2014 AIIR Consulting, LLC www.aiirconsulting.com