keys to staff development presentation

7/31/2019 Keys to Staff Development Presentation

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Talent Managem ent

Keys t o St af f Development


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Learning Obj ect ives

Ident i f y and m anage t he t alent in yourorganizat ion

Develop and appl y st rat egies f ordeveloping your st af f

Ident i f y and develop h igh pot ent ia l /

h igh perf orm ance st af fDevelop ef f ect i ve succession plans


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Overview

A Gl im pse at t he Fut ure

Talent Managem ent

Talent Invent ory

Com pet encies Succession Planning

Development Planning

Developm ent Plans

Leader ship Devel opm ent

Per f or m ance Managem ent


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Getting Started.

Share your name, your r ole and yourorganizat ion.

What are some st af f developm ent

chal l enges you re f acing? Do you cur rent l y have a succession

pl an in place?

What w ould you l ike t o t ake aw ayf rom t oday s session?


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Fut ure of Non-prof i t Leadership

75% of EDs leaving in 4-5 year s 1 in 3 EDs f i r ed

29% of EDs have a succession plan 12 of 15 in NPF st udy had no p lan


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NPF St udy Recom m endat ions

Welcom e succession p lanning asopport uni t y f or st rat egic developm ent

Init iat e em ergency succession pl anning

Develop st af f


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Component s t o Talent Managem ent

St rat egic Plan Com pet encies Requi red

Talent Invent ory Succession Plan

Recrui t m ent Plan

Developm ent Plan


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Successf ul Talent Managem ent

Senior m anagem ent s suppor t Readiness

Abi l i t y t o l i nk people and processes Underst andab le

Value-added

Evaluat ion and review


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Talent Managem ent

Phase 1

Talent Inventor y

Ident i f y neededcompetencies

Ident i fy keyposit ions

Ident i f y h ighpotent ia l empl oyees

Phase 2

Succession

Planning

Ident if y successorst o key posi t ions

Ident i fycompetency gaps

Developrecru i tment p lans

Phase 3

Development

Planning

Job Rot at ion

Developmentassignments

Formal t ra in ing

Mentor ing

LeadershipDevelopment


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Talent Invent ory

Compet encies

Know ledge, ski l l s, abi l i t ies,at t i t udes and at t r ibut es

Role-specif ic compet encies Core com pet encies

Linked t o st rat egic goals Gaps = developm ent oppor t uni t ies


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Competencies

Know ledge of General l y

Accepted AccountingPrinciples

At t ent ion t o Det ai l Analyt ical Thinking Deduct ive Reasoning Exceptional Mathematical

Skills Exper ience w it h XYZ

Account ing Sof t w are

Adaptab i l i ty

Cl ien t Focus Wri t t en and Verbal

Communicat ion Organizational

Awareness Probl em Solving and

Judgment Results Orientation Teamwork

Role-SpecificCompetencies

CoreCompetencies

Account ant


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Competencies

Bui ld and m aint ainrelat ionships

Except ional communicat ionski l ls

Act ive List ening In i t ia t ive

Bui ld al l iances w it h ot herorganizations.

Exper ience m anaging f inancialresources

Exper ience m anaging capit alcampaigns

Grant -wr i t ing Publ ic speaki ng Abi l i t y t o persuade ot hers Innovat ion

Increase f undr aisingabi l i t ies.

Related CompetencySt rategic Goals


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Trio Exercise

Discuss t he t op t w o st rat egic goals ofyour organizat ion. Ident i f y t he core

com pet encies necessary t oaccom pl ish t hose goals.

Ident i f y and di scuss t he rol e-speci f i ccompet encies associat ed w it h your

j ob.


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Talent Invent oryKey Posit ions

Cr it i cal Role

Special ized Ski l l s

Fut ure Proj ect s

Inf luence


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Pair Exercise

Wi t h a par t ner , ident i f y t he keyposi t ions in your organizat ion? Discuss

w hy are t hey are considered key?

Complete the Key Position Assessment

f orm f or one of t he posi t ions youident i f i ed as key f or yourorganizat ion.


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Talent Invent oryIndividual Talent Assessment

High Per f orm ing Em ployees

High Pot ent ial Em ployees


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Talent Invent oryIndividual Talent Assessment

Work hist ory

Special Cont r ibut ions / Maj or

Accompl ishments Key At t r ibut es / St rengt hs / Special

Skills

Aspirat ions

Mot ivat ors / De-m ot ivat ors

Development


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Individual Exercise

Ident i f y a h igh pot ent ial employee

in your organizat ion.

Complet e t he Em ployee TalentAssessm ent f orm f or t hatemployee.


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Succession Planning

Ident i f ies key posit ions

Identifies possible successors High pot ent ial emp loyees

Hi gh per f orm ers

Developm ent plans Needed compet encies

Deve lopment exper iences 3 t o 5 year out l ook

Recrui t m ent st rat egies


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Em er gency Succession Planning

Sudden departure Unp lanned leave

Ex it f r om organizat ion

Int er im m anagement


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Individual Exercise

Choose one of t he key posi t ions youident i f ied on t he Key Posi t ion

Assessm ent f orm .

Add t hat posit ion t o t he Succession

Planning f orm . Compl et e al l sect ions,including Possibl e Successors f or t heposit ion.


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Developm ent Planning

DevelopmentPlanning

Mentoring

PerformanceManagement

FormalTraining

LeadershipDevelopment

DevelopmentalAssignments

JobRotat ion


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Ef f ect ive Development

70% Jobs and Assignm ent s

20% Feedback

10% Form al Training / Independent St udy


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Developm ent Plans

Developm ent goals Competencies

Talent invent ory

Organizat ion goals

Succession plan

Per f orm ance m anagem ent


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Em ployee s Role

Col l aborat e w i t h manager Assess own competencies and

development needs

Set developm ent goals t hat w i l l a l sobenef i t organizat ion

Evaluat e pr ogress; com m unicat e w it hmanager


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Managers Role

Col laborat e w i t h em ployee Ident i f y com pet encies needed t o f u l f i l l

t he organizat ion s m ission

Ensure goals are clear

Advocat e f or em ployee

Provide development opport uni t ies


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Development Experiences

Developm ent Assignment s Job ro t at ion

Form al Traini ng

Mentor ing


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Individual Exercise

Ref er t o t he Em ployee TalentAssessm ent f orm you creat ed ear l ier .

Creat e a developm ent pl an using t he

Development Plan f orm .


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Leadership Development

Perspect ive br oadening exper iences Sel f -d i r ect ed l earn ing al t ernat ives

Var ious on-t he- j ob opport uni t ies f orleadership

Educat ion/ t ra ining event s


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Performance Appraisals

Provides f eedback and coaching Com pet encies necessary t o m eet

organizat ional goals and obj ect ives

Ident i f ies st rengt hs

Ident i f ies areas f or developm ent

Det erm ines appr oach f or enhancingf u t ure per f orm ance

Est abl ishes per f orm ance obj ect ives


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360 Degree Feedback

Based on behavior ot her s can see Mul t i - ra t er f eedback

Peers, repor t ing st af f , cow orkers,

supervisor

Com pet encies necessary t o m eet

organizat ional goals and obj ect ives Enhances st af f developm ent pr ogram


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Group Discussion

What now . ?


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Quest ions / Com m ent s

keys to staff development presentation

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