Implement Flexible Succession Plans to Support Organizational Continuity
Implement Flexible Succession Plans to Support Organizational Continuity
Design agility into succession plans to increase bench strength and responsiveness to planned and unplanned vacancies.
Onsite Workshop
Without a proper succession plan, organizations are at risk of:
Inefficiencies and decreased productivity from shifted workload.
Knowledge loss, reducing the organization’s ability to grow and innovate.
Increased recruitment costs associated with hiring externally.
Effective succession planning results in:
Increased retention and reduced recruitment and turnover costs.
Reduced time to fill vacant critical positions.
Improved career development cross-functionally and deliberately.
Module 1: Set Goals, Assess Key TM Practices, and Create Role Profiles
The Purpose
Make the case for designing an agile succession plan.
Set SMART goals and objectives.
Identify key gaps.
Key Benefits Achieved
Use McLean & Company’s framework to add flexibility to succession plans.
A vision for the succession planning process.
A plan of action to address gaps and integrate talent management practices.
Activities:
Outputs:
1.1
Set succession planning goals and objectives.
Succession planning goals, objectives, and metrics of success
1.2
Assess key talent management (TM) practices that support succession planning.
Assessment of TM practices
Plan of action to address any TM gaps
1.3
Identify critical roles and create individual role profiles.
Completed role profiles
Module 2: Create Role Groups and Prepare to Populate Talent Pools
The Purpose
Organize and profile roles to create talent pools.
Prepare for talent calibration sessions.
Key Benefits Achieved
Critical roles identified.
Talent pools populated.
Activities:
Outputs:
2.1
Group like roles.
Role groups identified and their profiles defined
2.2
Create role group profiles.
2.3
Determine minimum criteria for employees to be placed in talent pool.
Minimum criteria for talent pools identified
2.4
Set up process to gather information on talent.
Process to gather employee information set
2.5
Prepare for calibration sessions.
Prepared to conduct talent calibration sessions
Module 3: Define Implementation Action Plan
The Purpose
Prepare to develop talent.
Roll out succession planning program.
Key Benefits Achieved
Developed employees to succeed into key gaps.
Activities:
Outputs:
3.1
Plan for development.
Plan of action for employee development
3.2
Define your selection process.
Defined selection process
3.3
Determine the rollout plan.
Identified succession planning implementation and maintenance plan
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