During these uncertain times, many of our businesses are facing particularly tough challenges with both a decreasing talented workforce and a constant evolution of our business strategy and technology. These two trends combine to create critical challenges to ensure business continuity. If not prepared, owners can lose everything they worked hard for.
Most business owners are so focused on the success of their day-to-day business, that they do not implement a long-term strategy until an unforeseen event occurs, such as an illness or death of a CEO or when a person in a key position gives notice.
By enrolling in this course, you will learn the importance of Succession Planning to your organization, you will obtain the knowledge to conduct this critical business activity and how to become the person to potentially save the company.
Succession Planning is an ongoing process of strengthening a company’s current and future workforce by developing and reinforcing the skills, knowledge, and talents needed for business continuity. During this course you will learn the following:
Be the person who helps bring a great Succession Plan process to your company, so you can be responsible for increasing employee retention, increasing your company’s profits, and creating stability amongst your co-workers.
This course uses a combination of interactive training techniques such as lectures, case studies, and group activities. Additionally, this course presents best practices in the areas of career development and Succession Planning while inviting participants to share their own experiences.
Be the person to learn the following about Succession Planning:
Remember, if you are new to Succession Planning, need to refresh your knowledge on your skills, or need to create a process that ensures business continuity, this course is for you.
This is a perfect time for business leaders to take steps to implement a strategy for Succession Planning. Your customers, vendors, employees, and your family will thank you.
Schedule
Day 1
Day 2
Agenda:
Introduction
Overall Understanding
Definition
Types & Stages
Defined Departure
Ongoing
Emergency or Interim
SWOT
PESTEL
Porter’s 5 Forces
Terminology
Bench Strength
Career Management
Career Planning
Competencies
Dual Career Ladder
Employee Development
Job Design/Redesign
Key Employee
Key Position
Recruitment
Replacement Planning
Talent Management
Training
Workplace Planning
Stories
McDonald’s
Coca-Cola
Disney
Function
The Purpose
New Opportunities
Retirement
Death
Retention
Diversity
Balance of Power
Rapid Organizational Growth
The Benefits
Resiliency Through Change
Uncover Needs & GAPS
Promote Training & Development
Institutional Knowledge Transfer
Culture of Retention
Brand Preservation
The Risks
Business Financial Risk
Loss of Knowledge & Experience
Difficulty of Obtaining Assistance
Negative Emotional & Cultural Impact
Clients Standards Not Met
Great People Leave
Hiring & Promoting Mistakes
Missed Opportunities
Negative Recruiting
The Myths
It Is Only For Executive Levels
It is a One-Size-Fits-All Model
All Executives Carry the Same Skills
It Should be a Secret
Rely only On One Person
It is only HR’s Responsibility
When Done it is Complete
The Objectives
Identify
Provide
Engage
Build
Improve
Complete
Evaluate/Reevaluate
Communicate The Objectives
Determine the Method
Express the Benefits
Work Transparency
Don’t Communicate The Objectives
Labeling
False Promises
The People
Responsibility
C-Suite
Board of Directors
HR
Everyone, Especially You
Timeline
When to Start
Beginning Strategy
Organizational Structure/Buy-In
Succession Plan Policy
Champions of Implementation
Planning of Program
Capacity of Comparison
Job Description Updates
Alignment & Transition
Tools & Technology
Small/Family Business
Large Business
The Process
Organizational Chart
Structure
Hierarchy
Management
Communication
Design
Functional
Divisional
Matrix
Team
Networking
Accountability
Span of Control
Chain in Command
Centralize vs Decentralize
Identify Key Position/Risk
Identify Key Position Skills
Assess Internal Talent
Manual
DISC
MBTI
Gallup Clifton
Saville
EQ-i 2.0
360
Review internal Talent
Internal Worksheet
9 box grid
9 box grid exercise
16 box grid
Talent Management Software
Development of Internal Talent
Assessment Centers
Coaching
Mentoring
Apprenticeship
IDP’s
Cross-Training
Job Rotating
“Stretch” Assignments
Job Enlargement
Job Enrichment
Job Shadowing
E-Learning/LMS
PIP
Challenges with Developing Professional
Dealing with change
Small Talent Pool
Disengaged Learners
Delivering Consistent Training
Tracking Skills
Instilling Conflict Management
Qualifying Training Effectiveness
Improving Training Effectiveness
Demonstrating Value to Leadership
Adapting Training to New Generations
Plan for Internal & External Recruiting
Recruiting Strategy
Internal Recruiting
Job Posting
Job Bidding
Job Nominations
Skill Tracking System
Promotions
Demotions
Transfers
Retired “Boomerang” Employees
Employee Referrals
Guest/Vendor Referrals
Internal Recruiting Benefits
Planning when internal recruiting fails
Interim Positions
External recruiting
Internet
Social Media
Former employees
Previous Applicants
Labor unions
Trade & Professional Association
Walk-Ins
Educational Recruiting
Third-Party Sources
Temporary Agencies
State Employment Agency
Private Employment Agency
Executive Search Firm
Outplacement Firms
School to Work Programs
Minority Recruitment
Non-Traditional Labor Pools
External recruiting benefits
Measuring Results
Potential Issues in a program
Desired Elements in a program
Identify Legal & Diversity Issues
Keeping It Current
During these uncertain times, many of our businesses are facing particularly tough challenges with both a decreasing talented workforce and a constant evolution of our business strategy and technology. These two trends combine to create critical challenges to ensure business continuity. If not prepared, owners can lose everything they worked hard for.
Most business owners are so focused on the success of their day-to-day business, that they do not implement a long-term strategy until an unforeseen event occurs, such as an illness or death of a CEO or when a person in a key position gives notice.
By enrolling in this course, you will learn the importance of Succession Planning to your organization, you will obtain the knowledge to conduct this critical business activity and how to become the person to potentially save the company.
Succession Planning is an ongoing process of strengthening a company’s current and future workforce by developing and reinforcing the skills, knowledge, and talents needed for business continuity. During this course you will learn the following:
Be the person who helps bring a great Succession Plan process to your company, so you can be responsible for increasing employee retention, increasing your company’s profits, and creating stability amongst your co-workers.
This course uses a combination of interactive training techniques such as lectures, case studies, and group activities. Additionally, this course presents best practices in the areas of career development and Succession Planning while inviting participants to share their own experiences.
Be the person to learn the following about Succession Planning:
Remember, if you are new to Succession Planning, need to refresh your knowledge on your skills, or need to create a process that ensures business continuity, this course is for you.
This is a perfect time for business leaders to take steps to implement a strategy for Succession Planning. Your customers, vendors, employees, and your family will thank you.
Introduction
Overall Understanding
Definition
Types & Stages
Defined Departure
Ongoing
Emergency or Interim
Terminology
Stories
Function
The Purpose
The Benefits
The Risks
The Myths
The Objectives
Communicate The Objectives
Don’t Communicate The Objectives
The People
Responsibility
Timeline
Beginning Strategy
Small/Family Business
Large Business
The Process
Organizational Chart
Identify Key Position/Risk
Identify Key Position Skills
Assess Internal Talent
Review Internal Talent
Development of Internal Talent
Plan for Internal & External Recruiting
Internal Recruiting Benefits
Planning when internal recruiting fails
External recruiting
External recruiting benefits
Measuring Results
Potential Issues in a program
Desired Elements in a program
Identify Legal & Diversity Issues
Keeping It Current
