Succession Planning Boot Camp

Part 1: Succession Fundamentals and the Talent Pipeline of the Future

Provide an overview of the path we will follow throughout the course in the development of the talent and succession plan.

1. Discuss the key components of effective talent and succession planning
2. Review the challenges of generational and technological change on developing and retaining a quality workforce

Part 2: Dynamic Thinking: Viewing Problems as Opportunities

The traditional approaches to people management are inadequate in developing effective strategies and plans for the 21st Century workforce. We introduce the participants to the concepts of Dynamic Thinking as an effective approach to solving complex problems.

1. Understanding the value of a people centric approach to solving problems
2. Using Divergent and Convergent thinking in building a strategic plan
3. Looking at the need for a growth mindset in achieving effective plans in the future

Part 3: Understanding Your Talent Needs Now and in the Future

We are in the 21th century yet most approaches to leading and developing people are based on ideas that date back decades. The workforce that is going to lead in the future has different work/life balance demands and professional interests that need to be considered to retain the best talent for your organization. 

1. Look at the requirement being demanded by the new generation of employees
2. We review how employers are wasting most of the talent that they pay for every year
3. Explore the value of data-analysis in talent and succession planning

Part 4: Using Intrinsic Motivation in Retention and Recruitment

Money is a valuable motivator of performance but not in the way employers assume. The fact is compensation is only one of the components to being an employer of choice. We look at the concepts around intrinsic motivators and how they can have a significant impact on recruitment and retention strategies, as well as overall organizational performance.

Part 5: Workforce Development Planning

Participants begin the iterative process of working on a customized workforce plan for their organizations. Participants define the workforce needs now and, in the future, and begin crafting strategies to address these needs. The components of the workforce plan include strategy, gap analysis, plan development, plan implementation, plan monitoring and evaluation

Part 6: Creating an Engaged Workforce

The quantity and speed of information flowing through organizations is testing management’s ability to make quality decisions. Imagine what would happen if you engaged your entire workforce in solving the challenges and capitalizing on opportunities? We review core elements of how to engage the workforce and discuss how leaders are stifling the best resources available to solve problems.

1. Review strategies to create a more engaged workforce
2. Look at how organizational structures are limiting organizational success

Part 7: Developing a Succession Plan

Once you have the foundations of a talent plan it is time to consider who will take the leadership roles in the future. It is never too early to ask the question, who? The participants begin the develop of successions plans using the same components from talent development, strategy, gap analysis, plan development, plan implementation, plan monitoring and evaluation. Additionally, succession takes a deeper look at skill set development and broadening the candidate’s experiences. Participants work independently in developing the beginnings of a succession plan.

Part 8: Using Behavioral Analysis to Recruit, Develop and Retain the best people

Science has progressed to the point where organizations have objective data-driven tools to assist them in evaluating the fit of candidates for the organization and for specific responsibilities. The federal and state governments as well as global organizations and small businesses are using these tools to increase the likelihood of hiring the right person for the right job.

1. Review the process of developing comprehensive job benchmarks
2. Look at the value of data analysis in recruiting and onboarding of candidates
3. Discuss the value of using data analysis in professional development

This program is ideal for senior leadership, human resource managers and policymakers.

• Deeper understanding of how generational succession is impacting the talent pool, personal views towards work, and talent pipeline development.
• New methods, models and techniques to improve the ability to identify talent opportunities and solve succession problems in the workplace.
• Practical techniques and tools relating to defining, implementing and measuring key accountabilities, job competencies and performance.
• Introduction to validated data-driven assessment and professional development resources for job benchmarking, performance reviews and professional development.
• Increased ability to develop a strategy and implement a plan for talent and succession.