Strategy for Excellence

Leadership Development

&

Succession Planning

Carl L. Harshman & Associates

Leadership Mission (Sample)

Our mission is to develop and foster, at every level & in all disciplines, leadership that provides maximum benefit to the organization, our employees, and stakeholders.

 

  Vision for Leadership (Sample)

• Create an organization in which the leadership is one of our key strategic advantages

• Identify, attract, develop, and retain individuals who are highly effective leaders in the organization

• Foster leadership known for its integrity, strategic thinking, quality, agility, and success

Mission and Vision for Leadership

© 2007-2013 Carl L. Harshman & Associates, Inc.

Organization Effectiveness Framework

Culture

Leadership

Strategy

People

Pro

du

ctP

rocess

Customers

Mission

Vision Values

Critical Success Factors

Elements of Organizational Effectiveness

The Foundation• Mission – the purpose of the organization• Vision – what the organization will become• Values – the principles that guide actions• Critical Success Factors – Criteria for success

Core Elements• Strategy – Overall Business Strategy• Culture – Values, Beliefs, and Norms for Everyone• Leadership – Key Element for Strategy and Culture

Key Components• People – Talent in the Organization• Product/Service – What We Deliver to Customers• Processes – How We Deliver Products• Customers – Consumers/Users of Our Products

MentoringProgram

ActionLearning

RotationProgram

Training &Education

Program Components Program Resource

s

Talent Management Program

The graphic in the previous slide depicts the four critical components of the organization’s Talent Management Program.

Talent Development: This program is aimed at increasing the levels of talent in the organization. The range of those involved goes from individual contributors to executive leadership. The formal elements of the program include the corporation’s definitions of key competencies, a formal assessment program for leadership development, ongoing developmental planning, & an accountability track.

Succession Planning: The succession planning process is an ongoing effort to be certain that there

is a steady flow of talent in the organization’s talent pipeline. It is a crucial component of a high performance culture. The formal elements of succession planning include identifying and documenting the key positions in the organization, conducting a talent review to identify potential successors for the position, completing succession planning charts, and identifying developmental needs of successors in order to increase their readiness.

High Potential Program: This effort is aimed at making an investment in individuals who meet the organization’s criteria for being a “high potential” for future leadership.

Leadership Program Resources: There a number of programs and formal efforts designed to support the talent development and succession planning programs. They include:

•Mentoring Program designed to facilitate knowledge transfer and individual development•Training & Education Programs inside and outside the organization•Action Learning experiences to provide “hands on” opportunities to learn and grow•Position Rotation opportunities to provide exposure and learning to other roles in the organization

Talent Management Program

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Business Strategy Organization Culture

Define Leader Competencies, Characteristics, & Behaviors

Lead

ers

hip

Assessm

en

t P

rocess Approved

IndividualDevelopme

ntPlan

Identify Mentoring & Coaching

Needs

Talent Development Model

Assess &Evaluate

Progress andCareer Plan

Leadership development programs and processes are designed to support the execution of the business strategy and creation/maintaining of the corporate culture

The foundation for development is the definition of the competencies, characteristics, and behaviors that are associated with effectiveness of a leader

The leadership process begins with the identification of individual performers, supervisors, managers, directors, and executives who are targeted for formal leadership development

Leadership assessment provides information about the individual’s motivation, attitudes, and leader behaviors. Assessment results are one source of input to the individual’s plan

Leadership development begins with the individual’s creation of an individual development plan. This plan serves the needs of the individual and the organization

Once the plan is approved (contracted), the individual may be eligible for and utilizementoring and resources available through the Talent Development Program

Regular reviews of plan progress are essential to success. Reviews are done by a manager and/or coach. Reviews are used to check progress and make adjustments

The reviews in #7 can be used to refine and/or update any of the step in the organization’s Talent Development Program

The Talent Development information for the individual may include a Personal Resume and Career Development Plan which, along with the Individual Development Plan, can be part of the succession planning database.

Talent Development Model

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Business Strategy Organization Culture

Strengths & Challenges

Communicate to Successor

Identify Key Positions

Document Key Positions

Nominate Successors

Create a File for Each Nominee

Select/Order Successors

Supplemental Development

Conduct Talent Review

Document SP Results

Succession Planning Process

Succession Planning is designed to identify and develop leadership that will create and execute a successful business strategy and will create/maintain the desired culture

The organization’s leadership identifies the “Key Positions” in the organization that need to be included in the succession planning process

The organization’s leadership creates the essential documentation for the key positions identified in #2 (e.g., Job Description, Competencies, Experience, Certifications)

The Talent Review Committee oversees a process to identify nominees for the successor slots for the organization’s key positions

The Talent Review Committee assembles the critical documentation for the nominees in the process (Resume, Career Plan, Assessment Summary, etc.)

The Talent Review Committee conducts the talent review process generating the outputs identified in the next step

Talent Review outputs include: (a) putting successors in order; (b) specifying strengths and challenges; and (c) creating supplemental development plans for each successor

The Talent Review Committee documents the results of the talent review process which provides a database and records for use in future reviews

The Talent Review Committee oversees the communication of supplemental development plan recommendations to the successors named in the plan

Succession Planning Process