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Navigating the Emerging Generational Shift In Leadership: The Nuts and Bolts of Succession Planning Bethany Berkeley, Dale Carnegie of ND & MN
“If you are planning for one year, grow rice. If you are planning for twenty
years, grow trees. If you are planning for centuries, grow men.”
—Chinese proverb
Learning Objectives• Gain an overview of the generational shift and the urgency of succession
planning. • Understand the difference between, and the value of replacement planning,
talent management, and succession planning.• Identify the role of succession planning and management in thriving
organizations.• Create an action plan to begin strategically enhancing or developing a
succession plan for implementation.
Enough about Millennials
Source US Census Bureau, 2015
26% of the general population
How many Baby Boomers are retiring each day?
10,000
Source US Census Bureau, 2015
AnticipateLook ahead to make sure your business is ready for generational changes.
1InnovateDon’t wait for a crisis to address evolving needs. Experiment with new strategies and ways of working.
2AdaptKeep iterating. Your workforce won’t stop changing. If you get stuck in the past, they’ll move on.
3
Builders Boomers Gen X Millennials Next Gen
Why is Company Culture important in Succession Planning?
Case StudyType of Business: Manufacturing and Distribution Number of Employees: 150+Culture: Family-Owned, ESOP Challenge: Retirement planning, new leadership succession, maintaining culture and growth Solution: Assessments and Evaluation Coaching Selection Sustainment Results: Succession plan completed Continued executive development
Coaching replacements for successors Internal and external recruitment and training
The Talent Pipeline | Building Future Teams
Replacement Planning
Talent Management
Succession Planning
Succession Management
Replacement Planning • Short – term: addresses situations in which the team
member is temporarily away from work. The key considerations are maintaining work flow and decision-making.
• Long – term: addresses situations where one or many key people are lost permanently from the organization.
Replacement Planning Focus • Identify backups for current employees
- Key People/Duties and Replacements
• Maintain work flow and decision-making when key people are out
• Anticipate retirements and turnover
Talent Management Focus• Attract new talent through recruitment
- What brings people to your company?
• Retain talented team members- In what ways do you retain your key people?
- How have your talents been developed?
Talent Management FocusDevelop internal talentStep One: Assess and Evaluate Performance Gap: The difference between the individual’s current actual performance and
the desired results.
Developmental Gap: The difference between the individual’s present competencies and
those required to perform a job at higher levels effectively.
Succession Planning Focus • Identify an internal talent pool• Identify anticipated competency needs• Identify training, development, and necessary
experience Why is each component important and how can you and your current
process be improved?
Succession Management Focus
Adapted and used with permission from Rothwell, W. (2005). Effective succession planning: Ensuring leadership continuity and building talent
from within. 3rd ed. New York: Amacom.
Common Challenges 1. Daunting2. Prompts people to think of their own mortality3. Assumptions: Success at one level on the
organization chart guarantees success at higher levels
4. Overcoming the “Like Me Bias.” 5. Overcoming the “Like Us Bias”
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HELPFULto achieving the objective
HARMFULto achieving the objective
