SUCCESSIONSTART UP

Sustaining SuccessDistrict Leadership Initiatives, Region 13

©2013 Region 13

What if you got hit by a beer truck?

“If you got hit by a beer truck,what would happen to your department?”

-Voyageur Transportation, London, Ontario

©2013 Region 13

Objectives• Understand succession planning and

why it is important.

• Take away some tangible steps to implement tomorrow to grow your leadership pool.

• Reflect on your own role and where you fit into the big leadership scheme of things.

©2013 Region 13

SuccessionThe act or process of following in orderTaking the place of another for rights or duties

The continuance of corporate personalityUnidirectional change in the composition of an ecosystem

A group, type or series that displaces another

©2013 Region 13

Texas Accountability Intervention System Framework

©2013 Region 13

Inside vs. OutsideLess that 10% from outside

5% of “great company” CEOs

from outside

©2013 Region 13

Identifyleadership DNA

Identifycritical positions

Identifytalent pool

Identifydevelopment needs

Create alearning agendaDefine career paths

Provide functional job rotation

Leadership Pipeline

©2013 Region 13

Tools for Success• Self Reflective Questions• Talent Pool Organizer• Talent Identification Chart• Data Convergence• Leader Onboard Checklist

©2013 Region 13

Self Reflection

©2013 Region 13

Find the list for Individual Reflection. Discuss the first three bullets.

1.

2.

Find a partner from another school. Stand together to talk about the following:

Look at the Campus Considerations.Discuss the last two bullets from this list.

©2013 Region 13

Talent Pool OrganizerCurrentPrincipal

Ready Now

ReadyNext

Ready Now

Ready in 2 Years

Joe Leader5 years

Meets Expectations

Todd Mover4 years

Outstanding

Bob Shaker5 years

Meets Expectations

Celpha StarterEmerging

Unrated

Dan Riser2 years

Meets Expectations

Bev Climber3 year

OutstandingReadyNext

©2013 Region 13

Quality,not quantity

Proven recordof competency

Best matchfor the school

©2013 Region 13

EXAMPLETalent Identification

©2013 Region 13

Data Convergence

Forbes.com. 2011

Scullybecomes

CEO

Applegoespublic

Wozniak resigns;Scully ousts Jobs

Jean-Louis namedpresident of Apple

Products

Apple/IBM alliancebecomes official

Scullyresigns

Spindlernamed CEO

Amelionamed

CEO

First ipod introduced;first retail store

iTunesmusic store

opens

Jobsnamedinterim

CEO

Special Committeereports findings of stock

option investigation

iPhoneintroduced

iPadintroduced

CooknamedCEO;Jobs

namedChairman

Apple, Inc. Jobs’leave ofabsence

©2013 Region 13

Create Your Own Convergence

InsertEvents

key player

key player

key player

Track activity, tenure, etc.

Ente

r per

form

ance

met

ric

InsertEvents

InsertEvents

Time Line(school years, semesters, grading periods, etc.)

AddPerformancedata

©2013 Region 13

Roadmapfor Successful Succession

http://www.mdsuccessionplanning

©2013 Region 13

Power Tools• Leadership Culture Survey• Self Assessment for Candidates• Observer Assessment• Collaborative Assessment of Management

Development Needs• Individual Data Tracking Form• Leadership Satisfaction/Needs Assessment

©2013 Region 13

Leader Onboard Checklist

Mentoring and Coaching

List of key relationships to build

List of key knowledge & skills

Clear goals for 45, 90, year

Peer networking opportunities

Structured formative feedback

©2013 Region 13

Closing Considerations©2013 Region 13

Career bridges

Counseling

Exit interviews(honestly)

©2013 Region 13

Grow leadersfor tomorrow

©2013 Region 13

Resources• John Schmidt-Davis and Gene Bottoms. (2011). Who’s Next? Let’s Stop Gambling on School Performance and Plan for

Principal Succession. Atlanta, GA: Southern Regional Education Board.

• Beck, R.J. (2012, April 10). Building a Talent Machine. Retrieved from businessjournalgallup.com: http://businessjournal.gallup.com/content/153683/building-talent-machine.aspx

• Division for Leadership Development. (2006). Leadership Succession Planning Guide for Maryland Schools. Baltimore, MD: Maryland State Department of Education.

• Gupta, V. (2001). Complexities of CEO Succession Planning. Mumbai, India: Business Publications Division.

• Goldsmith, M. (2009, May 12). 4 Tips for Efficient Succession Planning. Retrieved from Harvard Business Review Blog: http://blogs.hbr.org/goldsmith/2009/05/change_succession_planning_to.html

• Heidrick & Struggles and The Rock Center for Corporate Governance. (2010). 2010 Survey on CEO Succession Planning. Stanford,CA: Stanford University.

• Ferracone, R. (2011, September 13). An Outsider’s View of Apple’s Succession Plan. Retrieved from forbes.com: http://www.forbes.com/sites/robinferracone/2011/09/13/an-outsiders-view-of-apples-succession-plan-3/

• Hargreaves, A. (2005) The Education Forum, Winter Volume 69: Leadership Succession. New Zealand Ministry of Education

©2013 Region 13