1.
Presented by
Retaining your Best Talent
High Potentials and Succession Planning
A LinkedIn Live Conversation with Gerardo Macias, Partner
Maryanne Wanca-Thibault, PhD, Partner

2.
DHR is an
executive
search and
talent
advisory firm.
2
With three integrated talent
solutions, we help clients
identify, hire and develop
leaders who drive change
and lead through
complexity.
DHR
Leadership
Consulting
DHR
Executive
Search
Jobplex
Emerging
Leader
• Board Evaluation
• Diversity, Equity &
Inclusion
• Executive Assessment
• Executive Coaching
• High Potential
Identification
• Onboarding
• Succession Planning
• Team Effectiveness
• CEO and C-Suite
leaders Board Members
• Executive Level Staff
and Business VPs
• Manager, Senior Manager,
Director
• Individual Contributor
Retaining &
Developing
Talent
Attracting
Talent
Attracting
Talent

3.
Maryanne Wanca-Thibault, Ph.D.
3
Partner, Leadership Consulting
Denver | North America
T +1 303 629 0730
M +1 303 877 8675
mwanca-thibault@dhrglobal.com
Maryanne has more than 30 years of experience as a Consultant and Advisor in the areas of
leadership assessment, organizational development and executive coaching. As a Partner of DHR
Leadership Consulting, she helps clients assess fit for executive, C-suite and board positions.
Maryanne has extensive experience in assessment, organizational analysis & development and leader
development & succession. Her focus on the people-side of the organization comes from a deep
interest in organizational behavior, communication and helping professionals maximize performance.
Prior to joining DHR, Maryanne spent more than 15 years as a professor at the University of Colorado
and later went on to found and operate a successful full-time consulting practice for another 15 years.
She has worked alongside key stakeholders in Fortune 500 companies, family businesses and
nonprofits across a variety of industries to deliver customized learning solutions that align with
organizations’ strategies to grow and leverage their talent. Some of her clients include Hyatt, Kohler,
Case New Holland, Quad Graphics and the Art Institute of Chicago.
Maryanne earned her doctorate in organizational communication at the University of Colorado in
Boulder and is a published communication scholar and practitioner. She is adjunct faculty in the Master
of Business Administration and Master’s in Leadership Programs in the School of Business and
Economics at Regis University.

4.
Gerardo Macias
4
Partner
Monterrey | Latin America | North America
+52 81 1683-8610 +1 312-782-1581
gmacias@dhrglobal.com
Gerardo is a Partner in the Business & Professional Services, Consumer & Retail,
Nonprofit, Education & Sports, Private Equity and Real Assets Practice Groups,
located out of the firm’s Monterrey Metropolitan office.
With more than 20 years of industry and functional experience, he focuses on C-suite
and board positions as well as family offices.
Gerardo is a strategic and results-driven brand ambassador with a proven ability to
build relationships with a purpose. Having lived and worked in both Latin America and
North America, he can easily navigate between organizations’ different cultural
nuances and their talent needs. Gerardo brings significant experience to his board
search capabilities, having served in a wide array of board roles himself.
Previously, Gerardo was Managing Partner for a boutique search firm leading multiple
offices throughout Mexico. He holds a Bachelor of Fine Arts from the College for
Creative Studies in Detroit, Michigan (CCS). In his free time, Gerardo shares his
expertise on his podcast, The Grateful Leader.
Board Member for the The Next Star Arts Program Inc; Advisory Council Member for
CCS, and Agroalim Agro Cluster of Nuevo Leon; Advisory Board Member for Polymath
Organizational Design & Transformation, and active member of the American Chamber
of Commerce of Mexico.

5.
5
Identifying Talent & Succession Planning

6.
6
Why We Should Care About a
Retention Strategy
• Minimizes t/o and hiring replacement costs
• Increases the talent pipeline for succession
• Builds a highly skilled, “future ready” workforce
• Increases morale, engagement, loyalty, productivity, etc.
• Creates a healthy work culture
• Provides opportunities for career development and growth

7.
7
Succession Planning
• Succession planning is a process of identifying and developing
talent to replace executive, leadership or other key employees
when they transition to another role, leave the company, are fired,
retire or die
• Employer’s Perspective – Succession requires hiring the
most talented candidates, retaining current high performing
talent, and developing new talent
• Employee’s Perspective – Development and promotion that
help them achieve their long-term professional goals
• It’s no secret that executive succession planning is critical to
shareholder value and long-term company success. Nearly half of
companies today, however, couldn’t name a successor if the
incumbent were to depart suddenly.

8.
POLL
8
Does your organization have a formal
succession planning process in place?
Please scan the QR Code with your mobile device
Or go to menti.com
And enter 6671 4074

9.
9
Succession Planning –
Opportunities in the Middle Market
• 34% of companies don’t have a succession pipeline
of any kind in place. (Adecco, 2017)
• Only 30% of middle market companies have a
formalized succession planning process for critical
roles. (LinkedIn, 2022)
• More than 74% of leaders report they are
unprepared and lack the training for the challenges
they face in their roles. (LinkedIn, 2022)

10.
10
The Career Line – Identifying
Talent for Succession
15-25 years of
experience?
50 years of research says there
are 3 distinct sets of critical KSAs
throughout a career experience
10-15 years of
experience?
Succession Planning is based upon
identifying and verifying who has
potential across the career line

11.
11
Start by Creating A Profile(s)
• A profile will help define the behaviors and practices
essential for a successful leader
• Early engagement with stakeholders creates support,
informed decisions, meaningful discussions and informed
outcomes
• A Success Profile for Leaders that has been informed by
your unique organizational context that can be used for
hiring, development and succession planning.
• Decisions that will create a Common Language of Talent
across the entire talent management system

12.
Use of Card Sorting to Create Profiles
12
• Virtual Card Sorting or Physical
Card Sorting Activities
• Stakeholders are brought into talent
management strategy creation early to
define the behaviors and
competencies essential for a
successful leader
• Goal: The creation of a “Success
Profile” is foundational to focusing ALL
other talent management tactics Virtual Card Sorting

13.
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The 9 Box - Talent Reviews for Succession
L
H
M
H
M
Performance – Results in Current Role
Potential
–
Ability
to
Grow
• Identify critical roles
• Create success
profiles
• Select right talent for
critical roles based on
profile
• Track development

14.
14
Succession Planning
Sample Deliverable

15.
15
70/20/10* Development Model
* 25% Hardships & Personal Experiences
SOURCE: Bob Eichinger & The Center for Creative Leadership

16.
16
Conclusion – Succession Planning
Effective Succession is more than replacement planning
A well-developed and articulated succession plan
• Provides emerging leaders with a defined career path to
leadership positions within their current organization
• Protects organizations from disruptions, particularly in an active
hiring market that may lead to unexpected attrition
• Includes a comprehensive employee development system. Hiring,
identifying potential, intentional development (like 70/20/10)

17.
Leadership Consulting
Service Offerings
17
Individual
Consulting
Executive
Assessment
Executive
Coaching
High Potential
Identification
Onboarding
Confidently choose the
right leader
Enhance individual
performance
Elevate business
performance through
talent
Drive success in the first
100 days
Diversity Equity &
Inclusion
Team
Effectiveness
Organizational
Development
Workforce
Solutions
Workplace
Solutions
Marketplace
Solutions
• Culture assessment
• Recruit and retain
programs
• Talent management
Training and policies:
• Equitable workplace
• Eliminating derailing
behaviors
• Multicultural & multi-
generational teams
• Diverse market growth
• Supplier diversity
programs
• Strategic sourcing
reviews
Customized
Coaching &
Experiential
Workshops
Grow and enhance team
culture through assessment,
feedback, experiential
opportunities and coaching
Board
Evaluation
Structure &
Design
Promote effective
governance and
accountability
Pragmatic leadership and
talent solutions
Succession
Planning
Identify, assess and
develop leaders to
preserve enterprise value
Project-based
& Advisory
Support
Internal team support or
customized programs
available
Individual
Consulting

18.
The Leadership Consulting Global Team
18
Christine Greybe
President, Leadership Consulting
Jonathan Hoyt
Partner, San Francisco
James Abruzzo
Managing Partner,
Global Non-Profit Practice
Alin Popescu
Partner, Europe
Caroline Edwards
Managing Partner, Hong Kong
Maryanne Wanca-
Thibault, PhD
Partner, Denver
Rob Tillman
Managing Partner, Phoenix
Trang Gulian
Partner, Washington, DC
Tim Wiseman
Managing Partner, Phoenix
David Sheahan
Partner, Dallas

19.
The Leadership Consulting Global Team
19
Heather Smith
Partner, Chicago
Nina Chatrath
Partner, Mumbai
Pierre-Jean Francon
Partner, Hong Kong
Vikram Chhachhi
Partner, Mumbai
Ayman Haddad
Managing Partner, Middle East
& Africa
Daniel Hall
Managing Partner, London
Solade Rowe
Managing Partner Diversity,
Washington D.C

20.
Employees & Culture
Are Our Best Resource
85%
See career growth
opportunities
99%
Engaged
employees
Collaborative
was the #1 word used to describe DHR’s teams
Based on feedback from our employees
20

21.
About DHR Global
Contact
For more than 30 years, DHR Global has been a leading, privately held provider of talent solutions
with offices in the Americas, Asia, Europe and the Middle East.
DHR’s renowned consultants specialize in all industries and functions in order to provide
unparalleled senior-level executive search and talent advisory services tailored to the unique
qualities and specifications of our select client base. The firm’s emerging leader search services
are delivered through Jobplex, a DHR company.
DHR is an Inc. Best Workplaces winner and recognized on Forbes list of America’s Best Executive
Recruiting Firms. For more information, visit dhrglobal.com.
Maryanne Wanca-Thibault, Ph.D.
Partner, Leadership Consulting
T +1 303 629 0730
M +1 303 877 8675
mwanca-thibault@dhrglobal.com
Gerardo Macias
Partner, Mexico & LatAm
M +52 81 1683-8610
T +1 312-782-1581
gmacias@dhrglobal.com