Succession Planning and Beyond Nurturing AND Developing Leaders

Ghasem NahvipourCEO

Comprehensive Life Resourcesghasem@cmhshare.org

2015 Washington State Nonprofit ConferenceMay 13th, 2015

“Over 50% of organizations in the U.S. expect a significant change in leadership in the next 5 years”

“The succession problem in state, local and federal government is the big gorilla. It’s huge. What these employees deliver or don’t deliver affects so many people”.

Key Factors:World of C’s (complex, confusing, controversial, contradicting,….)Retirement of the Baby Boomer Generation and merging Z

(Digital) Generation○ Digital World○ Flat organizations with few successors○ Recruiting new talent

Will struggle with:Constrained supply and increasing demandRecruitingDeveloping of internal talent

Implications Need focused efforts on:

highest impact activities

Succession planning means:Full integration of mission, vision and values

Continuous demand for the increase in productivity

Facilitating easier leadership transitions

Investing in leadership capabilities

Refining management rewards to retain and attract top talent

Expanding recruiting horizons

Fostering individual career mobility.

Succession Planning Objective:

Anticipate and secure an adequate supplyof talent for future organizational needs

Major components: Defined goals and organizational support

Linking talent strategy to organizational strategy

Identifying talent

Developing talent

Retaining key talent

Deploying talent to balance short and long-term organizational needs

Inspiring talents

Measuring system effectiveness

10% Training

25%On The Job

Development Activities

Learning & Dev Programs• Internal leadership classes• University-based programs• Executive External programs

Self Directed Dev• Reading lists• Executive Book Club

• Feedback, Coaching, Mentoring• Internal / External Coaching• Mentoring

On-the-job Activities• Expanding / modifying current job • Shadowing – other leaders• Short term high-impact cross-

functional projects• Site visits – other organizations,

suppliers, etc.• Job Rotations

External Involvement• Trade/ industry

associations• Leadership role in

civic/ community groups

Common Challenges Roles and responsibilities not defined

HR, Leadership, Metrics/ Reporting

Failure to identify “strategic” positions and people Multigenerational workforce AND merging X, Y and Z Generations Improper prioritization of succession risks Excessive reliance on “mgr.” identification of talent Talent not shared across the organization Today’s speed & intensity and frequency of change No process for developing key talent Our blessing is becoming our curse

“Current State” Questions

What are the current/ future environmental issues facing your organization?

What types of talent will be needed to execute your strategy?

What are your biggest talent gaps now? 2 years? 5 years?

Which stage of succession planning is your organization in? (Replacement, Succession or Talent Mgmt.)

What steps will be critical for building the future talent pipeline?

COMPREHENSIVE LIFE RESOURCES SUCCESSION PLANNING FROM FY OCT 2010 TO THE

PRESENT TIME1. Flat Organization.2. Expand the Executive Management Team from 6 to 15.3. CEO meets one-on-one with every top applicant prior to presenting

final offer.4. Leadership training for all the managers during weekly Management

Team Meetings (formal or informal). 5. Mentor/coach training for new employee individually.6. Identified the potential future Leaders.7. Filled five (5) vacant, senior-level positions with internal employees.8. Individual manager mentoring/coaching by CEO for future leaders.9. CEO conducts presentation on our values and our principles during

monthly, new employee orientation.10. Multi-applicant (panel) interview with top applicants for every

position within the agency.11. Being connector to seek potential in prospective leaders

(What you seek is seeking you)

Success at Past Agencies12. Open Book Management 13. Leadership training series certification

Ghasem’s Future Leadership Training Series (2015 -2016)

Transcendent Leadership Multigenerational Workforce Succession Planning From Coach to Awakener (Transcendent Coaching) Emotional Intelligence Traits of Inspired Employees From Connection to Engagement Nothing is About Me AND Everything is About Me Life of Inner Peace, Joy and Contentment Servant Leadership Lead by Heart – Manage by Data Challenges/Opportunities of a Digital World Whole Brain Decision Making Receiving & Giving Feedback with Grace & Integrity Mastery of Language – In listening more is less & in speaking less

is more

LIVING CONSCIOUSLY

Awarenesswithout

Judgment

Appreciate

Action Aligned with Divine Self

Attune (Observe without

Judgment)

Breat

hing

Meditating

Reflection Prayer

Inner Joy Inner Peace

Physical Well-Being

Acknowledge

ApologizeAmend

Tru

st

TrustTrust

AllowAcceptance

withoutJudgment

Tru

st

Rec

eptiv

enes

sR

ecep

tiven

ess

Receptiveness Receptiveness

Receptiveness

Receptiveness

Trust

Trust

Trust TrustReceptivenessReceptiveness

• Thoughts• Feelings• Behaviors

• Speaking • Listening

• Giving• Forgiveness• Love/Compassion

• Integrity• Kindness• Respect• Serving

StillnessSilence

• Ability to think, listen, speak and act from our true, divine self and our values rather than from fears, anxiety and guilt, based on past experiences, our emotions, our conditions and our circumstances

• Ability to be fully present, in here an now, and enjoy each moment• Ability of being compassionate, caring and connected to others, life, nature &

self• Ability to apologize, amend and take full responsibility for his/her actions• Frequent, overwhelming episodes of appreciation at life, others and self• Contented feelings of connectedness with self, others & nature• Frequent genuine smiling• An increasing tendency to allow things to happen rather than make them

happen• An increased susceptibility to love extended by others and the uncontrollable

urge to extend it• Loss of interest to live in past or future• Loss of interest to compare, compete, criticize, condom, self & others• A loss of interest in judging, labeling & categorizing self & other people• A loss of interest in interpreting the actions & words of self and others• A loss of interest in conflict• A loss of ability to fear, worry or have anxiety• Loss of interest to express opinion, assumption, judgement………

Signs of Inner Peace & Joy

TRAITS OF INSPIRED EMPLOYEES

Open to new ideas and experiences. OPEN AND RECEPTIVE

FLEXIBLE

Mastery of Language

FOCUSED ON THE GREATER GOOD

OF OTHERS, TEAM AND ORGANIZATION.

ETHICAL INTEGRITY

FREE TO GIVE AND RECEIVE FEEDBACK

WITH GRACE AND INTEGRITY.

MANAGING SELF ANDRELATIONSHIPS EFFECTIVELY

WITH GRACE AND INTEGRITY.

Able to adjust mindset and trying a different ways to do things.

Less is more: Listen with love and speak with respect

This involves an understanding that team members generate synergy that takes the team and the organization to new levels. This in turn leads to growth that takes the individual to new levels.

Doing the right thing is top priority. To be counted on to live and act in accordance with our shared values,

leads to being reliable.

Able to take and make suggestions. Understand others freedom to express

difference of opinions in constructive ways.

This involves a greater understanding of self in relation to connecting with others and communicating in a way

that shows respect of self and others.

A gift to yourself and othersFORGIVENESS

Ghasem’s Paradoxical Principles Nothing is about me AND everything is about me

 When I go from here to there AND there is always here  Law of inclusivity: Everyone, every time, everywhere, every situation  Avoid duality and binary thinking  Now is the only real time  Every thought, emotion, word and action is energy and each has it’s own

vibrational frequency  What I have, like and want VS…….  Who and how I want to be VS……..  Simplify your simplicity  Map your mind AND mind your map  Conscience choosing based on our divine self and our values and VS…….  Choose to remove yourself from the critic AND also from having thoughts about

the critic and send silent blessings and love Remove yourself from low energy frequency people, thoughts, situations with

grace and respect  Know…..AND being I am……..AND I have…….  Take time to save time

Ghasem’s Paradoxical Principles, Cont. I choose being peace and joy than to be “right”

Make peace with what “is” Accept and love people as who they are AND treat them as who they truly are

(their true, divine self)  How can you, I, we…..  Would you be willing to….  Can we try…..  I CHOOSE to…….  The most powerful question is how can you………?  Transcending our thoughts and our emotions VS repressing, denying or

ignoring  I have the will AND I don’t have the WILL  I am significant AND I am insignificant  Forgiveness is conscience choosing  Daily awareness practices  Silent presence  Infinite patienceNotice…..AND focus  In speaking less is more AND in listening more is less