Leadership development

...

And know why we talk about it before we talk about it.

Otherwise the brain of the learner says "it is now that you tell me". There is a lack of attention and it is not in the consciousness of the individual.

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SECTION 3 

Succession Planning

IS

the process of identifying and developing new leaders who can replace old leaders when they leave, retire or die.

Succession Planning : Objective

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Cooperation, knowledge sharing and expertise of HR people

Time

Budget

Understanding employees’ goals, motivations and preferences

Succession Planning : Tools

Problem: succession plan is a long-term process, but businesses rarely stay the same for very long. While the succession for the future is being prepared, the employee leaves.

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Succession Plan: HOW ?

FIVE TIPS to succeed

not too much linked with the company

inform, involve, and educate both management and the employees

communicate successes

secure management support ( KPIs and reporting )

respect company culture

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Present Key Strategy : Talent recruiting vs Retention

Recrutement is expensive

It is more cost-effective to retain an employee than seek for a new talent

An employee can be retained for a succession role or a lateral role

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Process of Succession planning

Identify talent ( assessment criteria ? )

Tools

Software or simple grids

A performance and potential matrix is the most popular

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Potential - Performance Grid

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Personal development vs Career growth :

company cannot always promise career growth to everyone but we can propose personal development

the future generation of executives needs more work-life balance, meaning and satisfaction from work

Create opportunities for and development of the talent

Internal or external candidate ?

Internal - for his knowledge of the company and its culture

External - for the change of direction of the company

Challenges

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The New Succession Planning

identify the employee who is ambitious and has a potential

understand possible career paths within the company

be able to motivate and retain top performers and future leaders

identify skills gaps and help close the gaps

create the modern software

employees should be empowered to upload an online CV, use the system to define their career or mobility preferences, and search for training and development opportunities that meet their career aspirations

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Thank you for your attention.