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There's no doubt about it. HR and senior leaders in most organizations have spent some time considering the ideal succession program. Executed well, succession planning can help your organization respond effectively to change, recruit and retain the best talent, and support organizational growth. But you'll notice some big differences in companies that value and execute a best-practices succession planning program vs. those that do not. Here are just a few of the elements that successful programs share in common: Competency models are effectively used to measure the performance standards for each position. Promotion readiness is measured effectively because each position has clear standards in place. Competency models are effectively used to measure the performance standards and promotion readiness. Want to see how your organization compares to best practice? Join us for this webcast with Dr. William Rothwell, prolific author and expert in succession planning. Rothwell will differentiate between replacement planning and true succession planning. Rothwell will walk you through a “STAR” model that outlines the four key elements of a best practice-based succession program. Sean Conrad of Halogen Software will provide an overview of how talent management technology can support the best practices outlined in Rothwell’s leading model. ADDED BONUS: To get even more value from this session, take this 20 question succession assessment created by Rothwell and Halogen Software prior to joining the webcast, and get a complimentary report that will give you some initial insight into how your organization is doing. Twenty questions and one webinar are all it takes to benchmark your organization against best practice and get you started on the path to an effective succession planning program. Register now and earn one hour in HRCI Recertification Credit. To learn more about Halogen’s award-winning solutions for succession planning, book a complimentary trial or a personalized demonstration of Halogen's award-winning suite. Learn why Halogen is consistently ranked No. 1 in customer satisfaction, and how we’re helping thousands of HR professionals worldwide succeed brilliantly at talent management.
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You can listen to today’s webinar using your computer’s speakers or you may dial into the teleconference.
If you would like to join the teleconference,
please dial 1.650.479.3208 and enter access code: 921 301 626 #.
You will be on hold until the seminar begins.
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Speakers: Dr. William J. Rothwell President Rothwell & Associates, Inc. Sean Conrad Talent Management Evangelist Halogen Software
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Dr. William J. Rothwell President Rothwell & Associates, Inc. Sean Conrad Talent Management Evangelist Halogen Software
Optimizing your Succession Plan
A deeper dive into understanding your company’s succession planning efforts,
compared to best practices
If you’re joining us now..
• Ideally, you’ve taken the succession assessment from Halogen and Rothwell & Associates here: www.halogensoftware.com/resources/succession-assessment/
• You want to learn more about the elements of a best practices succession program and what your results mean.
• You want insight into how technology can help
Copyright 2013 by Rothwell & Associates, Inc.
by William J. Rothwell, Ph.D., SPHR
and The Rothwell & Associates Team
Chad Chae Maureen Jones
Steve Welch Leen Zaballero
Optimizing Your
Succession Plan
Optimizing Your
Succession Plan
This session will: • Differentiate Replacement Planning
and Succession Planning • Introduce Rothwell STAR Model • Explain Succession Assessment
and Report • Show an example of how
technology supports best practices
about the facilitator
Copyright 2013 by Rothwell & Associates, Inc.
Replacement Planning
The process of identifying individuals as backups for key positions on a short-term or long-term basis
Copyright 2013 by Rothwell & Associates, Inc.
Copyright 2013 by Rothwell & Associates, Inc.
Succession Planning
• …the process of pinpointing key needs for intellectual talent and leadership throughout the organization over time and preparing individuals for present and future work responsibilities needed by the organization.
It emphasizes the internal development of people.
Copyright 2013 by Rothwell & Associates, Inc.
One Possible Roadmap: A model to Guide management Succession Planning
Source: Rothwell, W. (2010). Effective succession planning: Ensuring leadership continuity and building talent from within. 4th ed. New York: Amacom.
Make the Commitment
Evaluate the Program Clarify the Work / People Now
Assess Potential Clarify the Work /
People Needed in the Future
Plan for development Appraise performance
Copyright 2013 by Rothwell & Associates, Inc.
Source: Rothwell, W. (2010). Effective succession planning: Ensuring leadership continuity and building talent from within. 4th ed. New York: Amacom.
Make the Commitment
Evaluate the Program Clarify the Work / People Now
Assess Potential Clarify the Work /
People Needed in the Future
Plan for development Appraise performance
Identification
• Aging Workforce • Fast Growing
Markets
Copyright 2013 by Rothwell & Associates, Inc.
Source: Rothwell, W. (2010). Effective succession planning: Ensuring leadership continuity and building talent from within. 4th ed. New York: Amacom.
Make the Commitment
Evaluate the Program Clarify the Work / People Now
Assess Potential Clarify the Work /
People Needed in the Future
Plan for development Appraise performance
Assessment • Prompt leader to evaluate
program tool • Disagreement • Clarify roles assess potential
Copyright 2013 by Rothwell & Associates, Inc.
Source: Rothwell, W. (2010). Effective succession planning: Ensuring leadership continuity and building talent from within. 4th ed. New York: Amacom.
Make the Commitment
Evaluate the Program Clarify the Work / People Now
Assess Potential Clarify the Work /
People Needed in the Future
Plan for development Appraise performance
Development
• Halogen R&A overcome obstacles
• Lack of structure
Copyright 2013 by Rothwell & Associates, Inc.
Source: Rothwell, W. (2010). Effective succession planning: Ensuring leadership continuity and building talent from within. 4th ed. New York: Amacom.
Make the Commitment
Evaluate the Program Clarify the Work / People Now
Assess Potential Clarify the Work /
People Needed in the Future
Plan for development Appraise performance
Management
• Complete the full circle program
• Most often missed portion
Copyright 2013 by Rothwell & Associates, Inc.
Succession Assessment Basics
• Who should complete the assessment?
• We prefer multiple reporters
• Those who are integrally involved
• Multiple views of the organization
• CEO
• Director of HR
• Upper level middle manager
Copyright 2013 by Rothwell & Associates, Inc.
Succession Assessment Basics
• View of ORGANIZATION’S Succession Planning Program
• Not the person’s / department’s program
• CURRENT program assessment
• Not what you WANT the program to be
Copyright 2013 by Rothwell & Associates, Inc.
Taking the Assessment: “Hover Text” for Better Context
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3
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Hover Text describes what the question is asking
It gives you better cues as to how to answer
We encourage you to read each question’s hover text PRIOR to answering the question
Best results come from understanding what the question is trying to ask
Avoids individual definitions
Copyright 2013 by Rothwell & Associates, Inc.
Interpreting your results
1
2
3
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The one page report provides a summary
The full interpretation can be explained with a personal review with R&A
No matter how low the score – we can help
We can work together to help each organization
Copyright 2013 by Rothwell & Associates, Inc.
Assessment Report Detailed Ratings
Copyright 2013 by Rothwell & Associates, Inc.
Assessment Report Overall Score
Copyright 2013 by Rothwell & Associates, Inc.
For further insight
• Visit www.rothwellandassociates.com
• Complete form to chat with a consultant, or call us!
• We’ll reply within 48 business hours and follow-up with a phone call and a more in-depth intake
Copyright 2013 by Rothwell & Associates, Inc.
R&A Additional Services
• Technical Succession Planning
• Competency Modeling
• Talent Management
• Leadership Development
• Managing Change Positively
• Creating Best Practices in Organization
© 2013 Halogen Software. All rights reserved. All contents are confidential.
© 2013 Halogen Software. All rights reserved. All contents are confidential.
Employee profile workforce intelligence
Mission Vision Values
Strategy Goals
Feedback and performance
Learning and development
Succession
Compensation Job descriptions
Recruiting
360 reviews
© 2013 Halogen Software. All rights reserved. All contents are confidential.
• If you haven’t taken the succession assessment
yet, or want to revisit it with more context visit www.halogensoftware.com/resources/succession-assessment/
• To learn more about how Halogen’s solutions can support a best practices succession program visit www.halogensoftware.com/products/halogen-esuccession/
• To learn more about how Rothwell & Associates can help you develop a strategic succession and talent management program visit www.rothwellandassociates.com
Some Next Steps
© 2013 Halogen Software. All rights reserved. All contents are confidential.
Questions?
For more information:
William Rothwell, Ph.D., President, Rothwell & Associates, [email protected]
Connie Costigan, Director of Marketing and Communications, Halogen Software [email protected]
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