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Organizational Sustainability
How would you define sustainability?
Strong business fundamentals
in place that enable the organization
to be a high-value asset over the long term.
Organizational Sustainability
Strategy
Business Model
Executive Team
Board Leadership
Resources
3
Culture
Three Types of Succession Plans
Backup plans
Departure-defined plans (exit plans)Leader development plans (talent management)
Barriers to Succession Planning
What barriers have you heard?
I’ll be a lame duck.I don’t know what the board will do.I don’t know what I would do next.
I’ll think about it tomorrow.It’s too complicated.
Who has the time?
Every job, every careerends in a transition – eventually.
Every job, every careerends in a transition – eventually.
It’s just a matter ofwhen, how and how well managed.
It’s just a matter ofwhen, how and how well managed.
Six Things aDeparting Executive Can Do
12
Take charge of your exitSet a firm date
Prepare the organizationPrepare yourself
Manage the communications & emotionsHelp your successor succeed
Drive & Direction
Control & Systems
Clients, Programs& Standards
Commitments & Follow-Through
TechnicalServices, Quality & Productivity
• Understand the Services/Delivery Systems
• Promote Best Practices/Standards
• Ensure Productivity• Nourish Research/Development
EntrepreneurialClients, Vision, Strategy & Direction
• Know the Customer/Client• Envision the Future• Set the Direction• Develop the Strategy
Leadership/PoliticalPhilosophy, People & Resources
• Define the Philosophy• Cultivate Stakeholders• Enlist Supporters• Align the Team
ManagerialStructure, Methods & Controls
• Organize the Whole• Plan the Action/Follow the
Plan• Develop the
Methods/Systems• Exercise Control
© Donald Tebbe, 1998-2015
Four Domainsof the Executive’s Role
Talent Management System
Assess Acquire
DevelopAlign
• Engaging• Setting Goals• Managing Performance
• Developing Indiv. & Teams
• Supporting/Mentoring• Career Planning• Planning Succession/Transition
• Strategizing• Assessing• Appraising• Planning
• Recruiting• Selecting• Onboarding• Retaining
Organizational Goals
Organizational Performance
Performance
•Sustain high performance over time•Foundation skills•Growth and adaptability skills:
1. Drive/ambition2. Interpersonal skills3. Presence4. Ability to learn and apply quickly5. Critical thinking & synthesizing skills6. Organizational skills 7. Resilience
Potential•Aptitude to perform at the next leadership level•Potential categories:• Promotable: ready to move up in the foreseeable future (definite keepers)
• Growth: potential to do additional work or manage other functions at the same leadership level (keepers)
• Well-placed: great in the current job with limited potential for growth or promotion (solid citizens)
• Misfit: work to improve fit
What’s YourLeadership Competency Model?• Adapting & responding to change• Critical thinking• Judgment & making decisions• Initiating action• Entrepreneurial thinking• Formulating strategies & concepts• Leading & supervising• Cultural competency & commitment to diversity/inclusiveness• Persuading & influencing• Planning & organizing• Relating & networking
Leadership Development Tools
• External & internal training, of course• Mastery experiences: stretch assignments with planning and reflection• Stretch assignments: assignments that expand skills and self-‐efficacy beliefs • One-‐on-‐one mentoring• Group mentoring: small groups paired with a senior executive – set own agenda and goals• Coaching: intentional coaching provided by internal or external resource• Action learning: group or individual based project oriented problem-‐solving and leadership development• Group case study work: vicarious mastery experience