SUCCESSION PLANNING

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8/30/2011EXERCISE How do you develop leaders in your agency? How do you prepare for succession planningfor key leadership positions in your agency? How do you handle poor performers?WHAT DO WE NEED TO DO?4.6.3 Succession PlanningStandard: Agencies should formulate a successionplan to ensure the continued effectiveperformance of the organization by makingprovisions for the development and replacement ofkey people over time.SUCCESSION PLANNINGEvery organization has a uniquepopulation p of employees Often, the retiringemployees are inleadership positionsor possessinstitutionalknowledge critical toorganizationalsustainabilityAGENCY DEMOGRAPHICSBe aware of the agedemographics of theemployee workforce andplan for their inevitabledeparture.Agency demographicschange depending onagency lifecycle,community profile andmaturity.2
8/30/2011SUCCESSION PLANNING Succession planning should involve: leadership identificationifi i employee development leadership training knowledge transfer and legacy creation possible reorganization creation and communication of THE PLANCHANGE AND INNOVATION• Change can be scary• Risk adverse vs. risk takers• Develop a culture to support innovation…through recruitment, appraisal, and recognition• The change process - it is important• Involve employees to create alignment• Really good employees like working for a forwardthinking agencyDEVELOPING LEADERSCONSIDERATIONSFOR LEADERSHIPDEVELOPMENT A craft that you can continuously learnand adapt and become better Support continuing education Mentoring or Executive Coaching Performance Appraisal: 360 degrees Just in time feedback Build on strengths, not on weaknesses Job Rotations Read everything you can Create accountability3
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