1 / 16

Who Is Watching Your Talent?

Who Is Watching Your Talent?. Leadership Talent Assessment & Succession Planning. Is this important?. Do business leaders and boards value a formal succession planning process? Yes

mika
Télécharger la présentation

Who Is Watching Your Talent?

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Who Is Watching Your Talent? Leadership Talent Assessment & Succession Planning

  2. Is this important? • Do business leaders and boards value a formal succession planning process? • Yes • In a recent survey of over 1,500 business leaders, how many are actually using an active leadership succession plan process? • The answer is surprising……14%

  3. Why Not????

  4. Who is Doing it Right? • This is a world wide enterprise • Employs over 400,000 people • Net sales of $24 billion last year • Current CEO grew up in Davenport, Iowa • You probably like their fries • McDonalds

  5. The proof…. • In April, 2004, McDonalds CEO James Cantalupo died of a sudden heart attack. • Within 24 hours, Charles Bell was named as the successor CEO.

  6. Tragedy Strike Again! • In January, 2005, Mr. Bell passed away after a brief battle with cancer. • Within 24 hours, James Skinner is named as the successor CEO and continues in this role today. • McDonalds unexpectantly loses two CEO’s in the period of 9 months and has successors in place in both cases within 24 hours.

  7. The Question… How would you rate the succession planning readiness in your organization? • Senior leaders • Directors • Managers • Other key talent

  8. Who’s Job is it??? • Boards for CEO and top executive level positions • CEO for executive level direct reports (director level positions) • Senior leaders for director level direct reports (manager level positions) • Directors for manager level direct reports (supervisor level positions) • Managers for staff level positions

  9. Trinity’s Approach • Grow our own leaders – identify, keep and develop talent • Build and sustain effective leadership culture • Avoid leadership gaps • Promote leadership team accountability for people decisions

  10. High Level Process • Senior Leadership team meets for an entire day every 6 months: • Judge current potential (all directors and managers) • Assess fit for role • Agree on action plans for future leader development • Identify and plan for succession

  11. Tools We Use… • Keep it simple • Level III profile • Judgment of Current Potential Tool • Gearing Tool • MOR discussions

  12. Readiness for Role… Assessment criteria: • Skill, knowledge & experience • Information processing capacity • Value Commitment • Temperament

  13. Leadership Levels • Complete gearing exercise: • Assess the leadership level people are functioning at • By leadership level 1 - 6 • High • Middle • Low • Helps clarify who is ready now to function at the next level

  14. The Leadership Pipeline… • Who is planning to leave and when? • Who is struggling in current role? • What is your leadership age profile? • What are the key positions we must have a successor identified for? • Do we have the internal talent potential needed for specific roles?

  15. Keys for Getting It Right….…. • Must have 100% level of support of CEO and senior leaders….must think about this every day • Must be viewed as a team responsibility • Requires honest and candid assessments, input and discussion • No process is perfect….. • Learn from mistakes • Must strive to improve process • Energizing for director and manager level leaders

  16. Q & A

More Related