Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within
"In the seminal first edition of Effective Succession Planning, William J. Rothwell warned that businesses that don't take proactive steps to plan for future talent needs at all levels will face certain disruptions, and even disasters, when key employees retire or are lured away by competitors.
Since then, the landscape has become even more complicated. Many organizations have already felt the effects of an aging workforce as increasing numbers of experienced employees retire, taking with them not only the capacity to do the work but also the accumulated wisdom they have acquired over the years. This serious loss of valuable institutional memory has made it apparent that no organization can afford to be without a strong succession program.
Now in its third edition, Effective Succession Planning is still the most comprehensive and authoritative book on the subject. Updated and expanded to reflect the latest trends and best practices in succession management, the book presents strategies for creating a complete, systematic succession planning program. You'll learn how to:
* Identify competencies and clarify values for both planning and managing a succession program.
* Plan for and quickly fill crucial vacancies at all levels from top management to sales, administrative, technical, and production positions.
* Develop and retain top talent, building and preserving your organization's intellectual capital.
* Assess current needs and future resources for seamless succession planning.
* Use online and other technology tools to organize and implement succession planning and management programs.
This edition includes all-new material reflecting the author's surveys on whole systems transformation; software support packages; tapping retirees to manage succession crises; and more. The book also features a new diagnostic tool to assess specific succession needs, plus illuminating case studies and a CD-ROM with worksheets, assessment tools, and training guides -- everything your organization needs to create, sustain, and evaluate a strong succession planning program."
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ADVANCE ORGANIZER FOR THIS BOOK
BACKGROUND INFORMATION ABOUT SUCCESSION PLANNING AND MANAGEMENT
WHAT IS SUCCESSION PLANNING AND MANAGEMENT?
Defining Succession Planning and Management
Distinguishing Succession Planning and Management from Replacement Planning Workforce Planning Talent Management and Human Capital Man...
Making the Business Case for Succession Planning and Management
Reasons for a Succession Planning and Management Program
Best Practices and Approaches
ASSESSING THE PRESENT AND THE FUTURE
ASSESSING PRESENT WORK REQUIREMENTS AND INDIVIDUAL JOB PERFORMANCE
Identifying Key Positions
Three Approaches to Determining Work Requirements in Key Positions
Using FullCircle Multirater Assessments
Appraising Performance and Applying Performance Management
Techniques and Approaches
Ensuring Leadership Continuity in Organizations
TRENDS INFLUENCING SUCCESSION PLANNING AND MANAGEMENT
The Ten Key Trends
What Does All This Mean for Succession Planning and Management?
MOVING TO A STATEOFTHEART APPROACH
Identifying and Solving Problems with Various Approaches
What Are These Topics and What Added Value Do They Bring?
Requirements for a FifthGeneration Approach
COMPETENCY IDENTIFICATION AND VALUES CLARIFICATION KEYS TO SUCCESSION PLANNING AND MANAGEMENT
How Are Competencies Used in Succession Planning and Management?
Using Competency Models
Identifying and Using Generic and CultureSpecific Competency Development Strategies to Build Bench Strength
What Are Values and What Is Values Clarification?
How Are Values Used in Succession Planning and Management?
Conducting Values Clarification Studies
Using Values Clarification
LAYING THE FOUNDATION FOR A SUCCESSION PLANNING AND MANAGEMENT PROGRAM
MAKING THE CASE FOR MAJOR CHANGE
Demonstrating the Need
Determining Organizational Requirements
Benchmarking Best Practices and Common Business Practices in Other Organizations
Obtaining and Building Management Commitment
The Key Role of the CEO in the Succession Effort
STARTING A SYSTEMATIC PROGRAM
Clarifying Program Roles
Formulating a Mission Statement
Writing Policy and Procedures
Identifying Target Groups
Clarifying the Roles of the CEO Senior Managers and Others
Setting Program Priorities
Addressing the Legal Framework
Establishing Strategies for Rolling Out the Program
REFINING THE PROGRAM
Communicating the Action Plan
Conducting Succession Planning and Management Meetings
Training on Succession Planning and Management
Counseling Managers About Succession Planning Problems in Their Areas
Thinking Beyond Talent Pools
ASSESSING FUTURE WORK REQUIREMENTS AND INDIVIDUAL POTENTIAL
The Traditional Approach
The Growing Use of Assessment Centers and Portfolios
CLOSING THE DEVELOPMENTAL GAP OPERATING AND EVALUATING A SUCCESSION PLANNING AND MANAGEMENT PROGRAM
DEVELOPING INTERNAL SUCCESSORS
Formulating Internal Promotion Policy
Preparing Individual Development Plans
Developing Successors Internally
The Role of Leadership Development Programs
The Role of Coaching
The Role of Executive Coaching
The Role of Action Learning
ASSESSING ALTERNATIVES TO INTERNAL DEVELOPMENT
Innovative Approaches to Tapping the Retiree Base
Deciding What to Do
USING TECHNOLOGY TO SUPPORT SUCCESSION PLANNING AND MANAGEMENT PROGRAMS
Where to Apply Technology Methods
What Specialized Competencies Do Succession Planning and Management Coordinators Need to Use These Applications?
EVALUATING SUCCESSION PLANNING AND MANAGEMENT PROGRAMS
What Should Be Evaluated?
How Should Evaluation Be Conducted?
THE FUTURE OF SUCCESSION PLANNING AND MANAGEMENT
The Fifteen Predictions
FREQUENTLY ASKED QUESTIONS FAQs ABOUT SUCCESSION PLANNING AND MANAGEMENT
CASE STUDIES ON SUCCESSION PLANNING AND MANAGEMENT
How Government Plans for Succession
How a Nonprofit Organization Plans for Succession
Small Business Case
Family Business Succession
CEO Succession Planning Case
WHATS ON THE CD?
ABOUT THE AUTHOR