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Succession Planning for Team Leaders Monday, September 23, 2013, 3:15 p.m. Mindy Lubar Price President & CEO Leading Transitions, LLC Milwaukee, Wis. A Milwaukee native, Mindy Lubar Price is President and CEO of Leading Transitions LLC, a firm specializing in providing technical assistance in executive transition management, succession planning, and organizational capacity building to the non-profit sector. Mindy has an extensive background in leadership roles in organizations and associations and facilitates executive transitions locally and across the nation. She has also authored articles, been in the news, and lectured nationally on issues related to executive transitions. Mindy coordinated the Milwaukee Leadership Transition Survey and subsequently created and directed the Wisconsin Executive Transition Initiative, which was housed at the Donors Forum of Wisconsin and the Greater Milwaukee Foundation. Mindy's current clients serve a broad range of areas including academia, healthcare, social services, advocacy and public policy, the arts, and the environment. One of her primary areas of consultation involves working with boards of directors and senior-level staff to maximize growth potential during times of transition and change in organizations’ life cycles. Prior to launching Leading Transitions, Mindy was Director of Philanthropy for Aurora Sinai Medical Center, where she resurrected a dormant philanthropy program. Before joining Sinai, Mindy was the Director of Member Relations and Executive Search at the Alliance for Children and Families, an international non-profit membership trade association. During her tenure at the Alliance, Mindy developed and managed a national executive recruitment service and authored “The Nonprofit Guide to Executive Search.” Mindy traveled extensively to a wide variety of organizations to assess their individual needs and opportunities and recommended plans to assist them. Mindy is a graduate of the University of Wisconsin-Madison and an alumna of Future Milwaukee. In 2003, Mindy was named one of 24 Women of Influence by The Business Journal. She was featured in Milwaukee Magazine’s September 2002 cover story, "35 Faces of the Future," highlighting a new generation of Milwaukee leaders. Later, she was featured in Milwaukee Magazine's 2006 Charitable Events Guide in its lead story "Training Tomorrow's Leaders." She presently serves on several community advisory committees and gives of her time to many local organizations.
Transcript of Succession Planning for Team Leaders - NAMIC - Home...Succession Planning Human Resource...
Succession Planning for Team Leaders Monday, September 23, 2013, 3:15 p.m.
Mindy Lubar Price President & CEO Leading Transitions, LLC Milwaukee, Wis. A Milwaukee native, Mindy Lubar Price is President and CEO of Leading Transitions LLC, a firm specializing in providing technical assistance in executive transition management, succession planning, and organizational capacity building to the non-profit sector. Mindy has an extensive background in leadership roles in organizations and associations and facilitates executive transitions locally and across the nation. She has also authored articles, been in the news, and lectured nationally on issues related to executive transitions. Mindy coordinated the Milwaukee Leadership Transition Survey and subsequently created and directed the Wisconsin Executive Transition Initiative, which was housed at the Donors Forum of Wisconsin and the Greater Milwaukee Foundation. Mindy's current clients serve a broad range of areas including academia, healthcare, social services, advocacy and public policy, the arts, and the environment. One of her primary areas of consultation involves working with boards of directors and senior-level staff to maximize growth potential during times of transition and change in organizations’ life cycles. Prior to launching Leading Transitions, Mindy was Director of Philanthropy for Aurora Sinai Medical Center, where she resurrected a dormant philanthropy program. Before joining Sinai, Mindy was the Director of Member Relations and Executive Search at the Alliance for Children and Families, an international non-profit membership trade association. During her tenure at the Alliance, Mindy developed and managed a national executive recruitment service and authored “The Nonprofit Guide to Executive Search.” Mindy traveled extensively to a wide variety of organizations to assess their individual needs and opportunities and recommended plans to assist them. Mindy is a graduate of the University of Wisconsin-Madison and an alumna of Future Milwaukee. In 2003, Mindy was named one of 24 Women of Influence by The Business Journal. She was featured in Milwaukee Magazine’s September 2002 cover story, "35 Faces of the Future," highlighting a new generation of Milwaukee leaders. Later, she was featured in Milwaukee Magazine's 2006 Charitable Events Guide in its lead story "Training Tomorrow's Leaders." She presently serves on several community advisory committees and gives of her time to many local organizations.
Featured PresenterMindy Lubar Price President & CEO
Leading Transitions
www.leadingtransitions.com
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Introduction to Succession Planning
Human Resource professionals, managers and executives in most sectors
Assessing the talent potential pool
Succession planning informs leadership pipelines
Prepare future leaders and give feedback on current performance
Departure Defined
Emergency Enacted
Strategic LeadershipDevelopment
TYPES OF SUCCESSION PLANNING
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Approaches to Succession Planning
Grooming a Successor or Replacement Model
‐VS.‐
Talent Development or Building Bench Strength
Leadership Succession Planning Ongoing practice based on Strategic Vision
Involves identification of Leadership & Managerial Skills to carry out vision
Involves Recruiting, Developing and Retainingtalented individuals
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Develop Talent and BuildBench Strength
High‐potential employees are offered professional development opportunities, internally and externally
Specific types of training and education are made available
Departments and/or the organization helps employees take on greater responsibilities
Individual employee and team accomplishments are celebrated
Promotions are obtainable
It’s all about CHANGE, being NIMBLE
Employers – make a commitment to your employees, monitor them, give them feedback and reward them
Most research shows that less than half of American corporations invest resources in succession planning
HR departments cannot do it alone ‐ PARTNER
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Succession Challenges
Departments and organizations are increasingly complex
Turnover presents a variety of risks
Financial & emotional stressors and crises
Absence of leadership development and depth
Higher expectations oftentimes colliding with lower compensation
Less mentoring of young professionals
Succession Opportunities Prepares the organization for inevitable vacancies in key positions
Continuing education and development in a variety of leadership areas
Understanding and appreciation for the role of team members and colleagues
Professional advancement of staff as it relates to opportunities and promotion
Retention of strong leaders
Increased reputation of corporation
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Succession Opportunities
Solid risk management tool
A leadership pipeline for your organization and the field as a whole
A practice that makes organizations more nimble and able to handle change
Opportunity to build current organizational capacity
Sustainability plan for the future
5 Leadership Trends to Watch in 2013by Lindsay Olson
1. You Must Lead Change
Build You Context Agility
Exercise Judgment in Action
Develop Professional Intelligence
2. Good Managers will be Hard to Find
Hire promising talent early
Look for emerging leaders and invest in them
3. People Leadership Skills will be more Highly‐Valued
Think like a Leader
Engage People
Get results through others
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5 Leadership Trends to Watch in 2013 Cont. by Lindsay Olson
4. It will take a Village
Create multi‐level leadership development systems
Be intentional about bringing together leaders from different business units
5. Boot Camp Training is so 2012
New trend for 2013 is to give learners a break
Learning programs can be practical but should allow learners to bond with a team
Four Succession Planning Practices1. Understand your organization’s human capital needs
What are your team’s or company’s key needs over a few years? What skills will these employees need to be successful?
2. Assess your current employees Don’t confuse current performance with readiness for a new
position. 3. Performance evaluation processes are imperative
Throughout the course of the year4. Realistic approach to developing talent
Ensuring people know what needs to be improved, are motivatedto improve and get useful knowledge and tools to address targeted areas.
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Experiences?
Questions?
Thoughts?
Strategies for Successful Succession Planning
Put your commitment in writing
Integrate professional development into your annual employee appraisal process
Offer internal in‐services on leadership development
Broaden recruitment activities to include resources that reach diverse communities
Attend job fairs that reach diverse communities
Encourage staff participation in professional associations and community advisory committees.
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Strategies for Successful Succession Planning Cont.
Make sure your organization is a member of your local young professionals association(s)
Include incentives for employees who are seeking advanced degrees.
Provide mentoring support by matching staff with internal and external leaders.
Encourage staff to put their plan in writing too.
Implementation
1. Secure senior level support
2. Use technology to enhance your process
3. Form a staff team to complete a plan
4. Partner with your human resources department
5. Build an organizational culture that fully supports succession planning
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Implementation6. Incorporate best practices into overall strategic and
business planning
7. Seek out ways for staff to better understand each other’s roles
8. Insert succession planning topics and discussions in team meetings
9. Communicate succession planning efforts to a variety of applicable constituents
The Leaderful Conceptby the Leaderful Institute
Leadership is Concurrent
Leaders willingly and naturally share power with others
Leaderful Leadership is Collective
The group is not solely dependent on one individual
Leaderful Leadership is Collaborative
All members of the team may speak for the entire organization
Leaderful Managers are Compassionate
Stakeholders’ views are considered before making a decision for the entire enterprise
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The Tenets of Leaderful Practice vs the
Traditional Model
Summary Points Align with organizational goals and objectives
Focus on training and developing rather than replacing
Investment in the present and future
Many available resources to access
Excellent risk management tool
Acknowledge and honor achievements
Foundation for building departmental, leadership and organizational legacy
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Concluding Questions or Comments?
Succession Planning Resources The Talent Wave: Why Succession Planning Fails and What to Do
About It by David Clutterbuck and Marshall Goldsmith
Positioned: Strategic Workforce Planning That Gets the Right Person in the Right Job by Dan L. Ward, Rob Tripp and Bill Maki
People Succession: Lessons from Forward Thinking Executives in Middle‐Market Companies by Carol P Bergeron
The Value of Talent: Promoting Talent Management Across the Organization by Janice Caplan
Leadership Guide‐ Building and Sustaining Leader‐Full Organizations!by Transition Guides
GRANTCRAFT GUIDE ‐ Executive Transitions by Grantcraft.org
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Succession Planning Resources Cont.
The Nonprofit Workforce Crisis: Real or Imagined? by Lester M. Salamon and Stephanie Lessans Geller, Johns Hopkins University
Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within by William J. Rothwell
One Page Talent Management: Eliminating Complexity, Adding Value by Marc Effron, Miriam Ort
Linkage Inc.'s Best Practices for Succession Planning by Mark R. Sobol, Phil Harkins, Terence Conley
The Leadership Compass: Mapping Your Leadership Direction by Ben McDonald
Succession Planning Basics (ASTD Training Basics Series) by Christee Atwood 5 Leadership Trends to Watch in 2013 by Lindsay Olson
(http://tinyurl.com/c9ka6bv ) Leaderful Concept by The Leaderful Institute
(http://www.leaderful.org/leaderful.html)
Best Wishes on Your Team Leadership Succession Efforts!
Thank you for attending.
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Feel Free To Contact UsLeading Transitions LLC
544 East Ogden Avenue
Suite 700‐350
Milwaukee, WI 53202
Phone: 414‐228‐9860
www.leadingtransitions.com
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