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5. Session Objectives
Briefly explore current trends
Understand succession management versus
succession planning – and the alignment to
employee retention
Understand best practice processes and
examine a few of the tools and
methodologies being used
Discuss the roadblocks and benefits of
implementation
Explore how to get started
6. Why the Interest in
Succession Planning and
Numbers of people retiring and numbers of people
entering workforce
Loss of organizational memory
Skills shortages are acute
Retention of talent
Future of work – different needs for generations of
employees
What else?
7. Trends and Forecasts*
By 2008, more people will be leaving the
workforce than entering
44% of workers aged 45-59 say they will
retire before 65
10% of workers aged 50-59 who leave full
time jobs, move into part time within 2 years
1/3 of workers aged 50-59 who leave full time
jobs, move back into full time
* Statistics Canada research
8. Trends and Forecasts*
72% of companies predict they’ll have an
increasing number of leadership vacancies
over the next 3-5 years
76% of those same companies are “less
than confident” in their abilities to
adequately staff these positions
* Corporate Leadership Council research
(reported by The Gallup Organization)
9. Current Economic Issues
Workplaces will lose high performers as
economy strengthens
Currently, workplaces that understand
future skills needed are having difficulty
recruiting
Recruitment strategies are strengthening
Retention of talent is increasingly
becoming a “hot” issue
10. The Internal Challenge
Who is going to do the work?
What knowledge are we about to lose?
What skills will we lose?
What traditions will change? Is this good?
11. The External Challenge
The market place for good talent will be
competitive
The good people will be able to pick and
choose their working environment
How do we create an organization in where
people want to stick around?
13. Shift from Industrial Age to
Information Age
The Old Way
HR is responsible for people management
We provide good pay and benefits
Recruiting is like purchasing
Development happens in training programs
We treat everyone the same
Source: “War for Talent”
14. Shift from Industrial Age to
Information Age
The New Way
All managers are accountable for strengthening
their talent pools
We shape our workplace, jobs, and strategy to
appeal to talented people
Recruiting is like marketing
We fuel development through stretch jobs,
mentoring and coaching
We affirm our people, but invest differently in
A, B, and C players
Source: “War for Talent”
15. Questions To Reflect On
If the dam bursts today, what is the
impact to your organization?
How would you replace the people,
knowledge, lost productivity?
18. It’s not just about having
the bodies.
It’s about the right bodies
doing the right things.
Creating an organization of
which people want to be a part.
20. Current Retention Trends
Towers Perrin (2002) Canadian study
59% are open to changing jobs
11% actively looking
45% passively looking
“To retain me, you’ve got to help me advance, keep
the good people, and provide competitive pay….”
21. Top 15 Retention Drivers
Retention Items %
1. Exciting work & challenge 48.4
2. Career Growth, Learning & Development 42.6
3. Working with great people & relationships 41.8
4. Fair pay 31.8
5. Supportive management/great boss 25.1
6. Being recognized, valued & respected 23.0
7. Benefits 22.0
8. Meaningful work, making a difference & contribution 17.0
9. Pride in organization, its mission & product 16.5
10. Great work environment / culture 16.0
11. Flexibility 13.6
12. Autonomy, creativity and a sense of control 12.6
13. Job security & stability 10.5
14. Location 10.3
15. Diverse, changing work assignments 7.7
Source: Career Systems International, 2005
22. Other Research
Retention Items
1. Career growth, learning and development
2. Exciting work and challenge
3. Meaningful work, making a difference and a contribution
4. Great people
5. Being part of a team
6. Good boss
7. Recognition for work well done
8. Fun on the job
9. Autonomy, sense of control over work
10. Flexibility – for example, in work hours and dress code
11. Fair pay and benefits
12. Inspiring leadership
13. Pride in organization, its mission and quality of product
14. Great work environment
15. Location
Source: Love ‘Em or Lose ‘Em, 1999
23. Understanding the Data
Employees are looking for job growth and
learning opportunities, or they are looking for
a new job
Are you offering the items on these lists to
your employees?
As managers in your organization, how many
of these items do you believe are within your
control?
24. Understanding the Data – Link
to Recruitment
Attraction is part of retention, so this
information also informs recruitment practices
Employees will be attracted to organizations
that have well-developed mentoring
programs, career development initiatives, and
job enrichment opportunities
25. Link to Employee
Engagement
Research shows positive correlation of
engagement scores with:
Employee attraction and retention
Engagement scores also have a positive
correlation with:
Customer satisfaction
Revenue growth and shareholder returns
Employee productivity
Employee attendance
26. What is Engagement?
Say Stay Strive
t the organization to co-workers, potential employeesmember of the organization. possible to contrib
Have an intense desire to be a and customers. very best job
Exert extra effort & are dedicated to doing the
Engagement
27. Calculating Employee
Engagement
Scores from the following six questions are used to calculate
the engagement score:
uld, without hesitation, highly recommend this organization to a friend seeking employment.
n the opportunity, I tell others great things about working here.
Say
uld take a lot to get me to leave this organization.
dly ever think about leaving this organization to work somewhere else.
organization inspires me to do my best work every day. Stay
organization motivates me to do more than is normally required to complete my work.
Strive
30. Q u ic k P o ll…
Who has:
No succession planning in place?
Succession planning in place, but not sure it
is, or will be, successful?
A successful succession planning initiative?
31. The Traditional Approach to
Succession Planning
Often highly political
Little thought given to what kind
of leaders required in the future
Done secretly
Focus on putting names in boxes
(“replacement”)
Few conversations held
32. Results of This Approach to
Succession Planning
Strategies become academic and
administrative exercises. Change happens
and rigid plans are not applicable – a waste
of time and money
Little focus spent on the development
of individuals
33. A Different Way to Think
About Succession Planning
Succession management is a process of
ensuring there are leaders and talent that
can implement the organizational vision
It requires the systematic identification of
those individuals who have the potential to
turn the vision of the organization into
reality
34. Elements of an Effective
Succession Management
* The Gallup Organization
35. Succession Management
Focus on individual development
strategically aligned to future vision
Leadership development can ensure that the
potential identified through succession
process is realized
Result is long-term leadership sustainability
through attraction, retention and
development of talent
36. Succession Management
A key strategic initiative
Cannot be done in isolation to other
cultural and people oriented initiatives in
the organization
More than just “putting names in boxes”
37. Succession Management
Focus on integrating many elements of
organization development
High level steps need to be customized for
each organization
“Leadership Pool” approach is gaining in
popularity (identifying all potential
employees vs. positional replacements)
38. “There are no recipes or formulae, no
checklists or advice that describe
“reality”. There is only what we
create through our engagement with
others and with events.”
(Margaret Wheatley,
“Leadership and the New Science”)
39.
40. Vision and Competencies
Alignment to vision and strategy
Business plan for succession initiatives
Succession and leadership aligned to the
vision, critical business issues/skill gaps
Executive commitment
Develop leadership competencies
Develop a succession management
roadmap
41. Need for a Roadmap
Implementing succession initiatives
impacts culture
A roadmap shows how to get there
“Without a roadmap, the likelihood is that
you will focus too much attention on details
and miss the ‘big picture’.”
(William Rothwell)
42. Talent Review Process
An interactive dialogue and discussion to
support the performance and potential of
talent in the organization
A process to look at key talent, open
positions, promotions and leadership
development
Discussion to support shared ownership of
the talent pool and development
opportunities
43. Talent Review Process
Robust Talent Review (“War for Talent”):
Full day on-site for each division
Discuss quality of incumbents
Review individuals and the talent strength
of each unit, and discuss other issues such
as retention or recruiting
Rigorous, candid and open debate
44. Talent Review Process
Robust Talent Review, continued:
Drive to a distribution of ratings
Specific action plans written and followed
up for each unit
As important and intense as the budget
process, with real accountability and a
performance focus
45. Talent Review Roadmap
Questions
How far down in the organization? What
groups?
High potentials or everyone?
Replacement or pool – or both?
Assess on performance and potential
Other assessments required?
Who will assess? Do they have the skills to
assess?
46.
47. P o o l ve rs us
R e p la c e m e n t
Identifying “bench weakness” (e.g.
managers, technicians)
Assess individuals
Develop as pool – stretch assignments,
leadership development
Track progress
48. Folio Map
5.0
New in Position/High Potential High Performance and Potential
3.6 Competent/ Capable High Performance/ High Professional
Potential
2.6
Needs Improvement
Outplacement
0 3.6 5.0
Performance
49. Id e n t if y in g H ig h
P1.0 t e n t i a l s 5.0
o 3.6
High
Our leadership “Talent Pool
J JJ J J
J J
The “bar” is a rating
J JJ
J J
J of 3.6 or above on
J
J
potential
J J J
Potential
J J 3.6 Must be at least
J J JJ J
J JJ JJ J
J
competent in each
of the Standards of
JJ J J J J J Leadership
J J J
J
J
J J J J JJ 1.0
Low Performance High
50. Folio Map
Permits participants to identify specific
developmental actions for employees
Assists conversations regarding next
steps
Shows progress from year to year
51. Critical Positions/People*
Critical Position – A critical position in the
organization that is imperative to running
the business. Key strategic importance to
have back fill.
Critical Person – A critical person in the
organization which would result in a
significant adverse impact on the business
if the person left.
* Johnson & Johnson definitions
59. Leadership Effectiveness
and Customer Satisfaction
100
82
Ratings of Customer
80
Satisfaction (%)
60 50
40
21
20
0
Bottom 10% Middle 80% Top 10%
Leadership Effectiveness
60. Making Leadership
Development Work
Identify, inform and invest heavily in talent
Use 360s to build on strengths
Set extremely high expectations for your
leaders – and measure their results
Make leadership development a long term
process and not an event
Use the succession process as an opportunity to
develop and measure the leadership potential
61. Senior Management Role
Responsible for succession process
Approve high potentials, individual
development, leadership development
Determine success measures, next steps
and time frames
Determine management accountability
Follow-up on actions
62. Measures
Define up front what you want to achieve
in the broader scope
Then…once succession data gathered,
define specific measures, timing and
accountability. Measure regularly.
Track development of talent, and their
progress, regularly over the long term.
Assign accountability to managers for
progress, assign mentors, reward
63. Possible Succession
Measures
By ___ 90% of development actions complete
Increase movement of high potentials to other areas
of workplace
Increase employee engagement/satisfaction
By year 20xx, increase high potential leaders by x
%
Over x years, increase high potential retention by x
%
External measures - attract high potentials
66. More B e s t
P r a c t ic e s ( H e w it t )
Senior management lead the charge
Maniacal focus on the best talent
High potentials are carefully identified
Compensation is highly differentiated
Assignments drive high potentials’ growth
Tracking progress is critical
67. Challenges
Time
Buy-in
Lose sight of big picture – administrative
nightmare
Employee/manager conversations
Cultural biases
Resource issues that arise
68. R e s u lt s o f
Im p le m e n t in g
A high-performance culture that continuously
attracts and retains the right people
Strong leaders who can develop others
Mentors that can provide a legacy
A culture of openness and focus
69. R e s u lt s o f
Im p le m e n t in g
No “unspoken agenda” concerning
individuals’ aspirations and potential
Investor confidence – Hay (1988) and
McKinsey (1999) studies link effective SM to
increased ROI and annual return to
shareholders
70. Keys to Success
Top management must buy-in and be active
participants
Link succession efforts to needs and
strategic objectives of the business
Minimize paperwork and bureaucracy
Make succession and leadership
development a constant preoccupation
71. Keys to Success
Identify high potential talent early –
devise strategies to retain that talent
Recognize that effective succession
management is not fast
Spend time to evaluate results and provide
feedback to stakeholders
72. Keys to Success
Ensure leaders have an opportunity to
apply the skills they are learning
Ensure everyone is, and can be,
responsible for their own development
Ensure effective role modeling of
leadership excellence
Measure behaviour change
74. Resources
“War for Talent” – McKinsey & Co.
“Leadership Pipeline” – Ram Charan
“Grow Your Own Leaders” – W. Byham
“Effective Succession Planning” – W. Rothwell
“Love ‘Em or Lose ‘Em” – Kaye & Jordan-Evans
Centre for Creative Leadership – www.ccl.org
Statistics Canada – www.statcan.ca/
“The Extraordinary Leader” – Zenger & Folkman
Notas do Editor
Ask for a response by a show of hands. Of those who know, how many will lose 20%? 30%? 40?
Pause and ask people to hazard a guess.
Check for understanding of A, B and C players.
What to do???
These are some of the different faces of frustration…
You may not necessarily want to keep every employee in the company. How do you choose who – and what – to focus on?
Here’s the “what”.
Survey conducted by Career Systems International and published in Training & Development magazine, April 2005. 7,600 respondents to the survey Interesting to note that the top 3 replies are the same today as they were at the peak of the tight labor market in 2000
90% of respondent listed at least one of the first 3 items among the top 3 or 4 reasons they stayed.
Hewitt and other organizations have conducted numerous studies over the last ten years to assess this relationship between engagement and business results and have found the following: There is a significant link between employee engagement, customer loyalty, and profitability Engaged employees are twice as likely to be advocates of the company,its products, and services Engaged employees are more likely to stay with the company .
We hear a lot these days about engagement. There is a proven correlation between engagement and retention. One way of measuring engagement is through a survey developed and administered by Hewitt Associates for Report on Business magazine. At a high level here is how engagement is defined. Simply stated - if you are engaged you Speak positively… Have an intense desire to stay… Exert extra effort for our success…
If a high percentage of employees are positive on these six statements, this will feel like a great place to work.
What keeps employees happy – and keeps them with an organization – is influenced by all interactions they have within the organization. Retention, therefore, is part of the larger organizational system.
Now we’re going to move into the “who”. How do you know who to focus on? Who are the people who most influence organizational success? Who are the people who have the skills – or POTENTIAL TO DEVELOP THE SKILLS – that you’ll need next year, or 2 or 3 years from now? A succession planning or succession management process can help you to answer these questions.
Ask for a show of hands.
Succession planning helps to identify top talent within your organization. With this approach, forms were often completed, put in a binder and placed on a shelf.
Challenge is not the model – it’s what goes on in the organization during implementation. Bumps up against other elements – culture, performance, having conversations, and, change ORG. TALENT REVIEW – assess both current performance and leadership potential. Key here is ability to have meaningful conversations NOTE: some organizations start with replacement SP and move to SM (integration of LD) later…but there still needs to be assessment on current performance and future Leadership. Some try pilots in one department the first year, or key levels only. Need to determine
J&J example
Ensure replacements for these positions/people
So, how do you take the information gathered through succession management and translate it to retention?
You can file it away…
Talk to those people you’ve identified as having potential. Are they happy? What do they need? Think about the lists of employee retention items and ask questions about those items. Make sure they know how valued they are! Data from exit interviews consistently reveals that employees who leave organizations did not know how valued they were. Often, they had no idea they were viewed as being in succession for a more responsible role. This is where investing in developing leaders at all levels in the organization can really help. Managers need help having these types of conversations. They need to develop coaching and mentoring skills to ensure successful development of their team.
Research reported in the book, The Extraordinary Leader, by Zenger and Folkman (2002). Conclusive evidence that good leaders produce good results for their organizations. In fact, good leaders are more effective than bad leaders in almost every dimension, including improving productivity, employee retention, enhancing customer service, and creating high levels of employee commitment. These next few slides show the impact of the best and worst leaders on achieving bottom-line results. On the “X” axis we have leadership effectiveness shown in percentiles.
Specific measures can include: Decrease turnover of high potentials Increase movement of high potentials to other areas of company Decrease spending on ? Training Leadership development ROI Decrease recruitment costs Develop lower performers to higher level – or – terminate low performers by…. Measure productivity Change reward systems to attract and retain high performers - Broad scope measures By ? Year increase high potential leaders by __ Over ? Years, increase high potential retention by __ Leadership skills in management group will increase… Decrease turnover Known as best company – attract high potentials