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• Key principals in succession planning
• Overview of the total solution
• The top 12 reasons for succession planning
• Succession planning context and definition
• Three common types of succession plans - with case studies
• Approach characteristics to obtain top management support
• Interactive exercise on expected outcomes
  

Session Two      

• Presentation of best practice rating models
•  12 critical succession planning data elements
• The problem with common definitions of “Potential”
• The “Levels of Management” model
• Definition of “Rating of Potential” with your organization as backdrop
• A powerful “Stages of Development” model that is easy to adopt 
  

Session Three

• Interactive application and practice with the models
• Review of highlights from Session Two and Questions and Answers
• Small group discussion on applying the models to your organization
• A time efficient and paperless approach to data collection with executives
• Interactive data collection practice exercise with the 10 minute interview

Session Four 

• Effectively planning the overall approach to your succession planning process
• The top 10 implementation mistakes to avoid
• Numerous case study examples from the good, the bad and the ugly
• Planning your approach from beginning to end is key to success
• Review a list of 40 questions that will help you plan the entire process

Session Five

• Understanding how to assemble and use the data to be collected
• The four categories of reports
• The use of individual, list, strategic and metrics reports - examples of each
• Using  replacement charts to summarize bench strength
• How to predict the position openings that will happen in the next 12 months
• Strategic staffing reports -how to create the two most useful reports

Session Six

• Tools to prepare leaders for their involvement in the process
• Conducting executive briefings on implementation parameters in 30 minutes
• Guidelines for peer group teams to candidly discuss ratings on subordinates
• The most common rating biases and how to avoid them
• Suggested ground rules for conducting the consensus meeting
• Suggested presenter and participant ground rules for the consensus meeting
• Suggested PowerPoint format for organizing data to be discussed

Session Seven

• Interactive and lively audience debate on rating of potential disclosure
• Should we tell everyone how they are rated in potential or tell no one?
• This is an important policy question - what is best for your organization?
• Audience members cast a secret ballot vote before the debate.
• Debate the pros and cons of both positions with your colleagues
• The audience members cast a secret ballot vote again after the debate.
• Be surprised plus learn the combined voting results from many audiences

1700-1730: Remaining questions and answers and day one of two concludes

Workshop Agenda Day 2 of 2

0830-0900: Registration and Coffee

0900: Brief recap of day one

Session One      

• Facilitating the consensus or “leadership review” meetings
• What to expect and practical facilitator advice
• Case study examples
• Suggested PowerPoint format for organizing data to be discussed
• Average rating distribution changes pre and post meeting
• Evolution of the meeting agenda - next steps

Session Two      

• Comparison of different tools to store and analyze data and produce reports
• The low tech approach - excel and Microsoft word - case study
• The value of data transfer utilities
• Home grown solutions - case study
• Customization versus configuration
• Enterprise software options - case study
• Software as a Service options- case study            
  

Session Three 

• Live software demonstration
• Data entry forms and the power of validation tables
• One click succession planning and development plan reports
• Replacement charts

Session Four 

• Facilitating the Review of Predicted Position Openings with Successors Identified
• Review how data is analyzed to predict position openings
• Example of a report converted to PowerPoint to display the data
• Diagram of action strategy to develop priority learning plans for successors
• Measuring ROI and the power of strategic leadership development initiatives
• Questions for discussion and suggested metrics 

Session Five

• Facilitating the Review of Predicted Position Openings in Different Cases
• Facilitating the review of predicted position openings with no successor identified
• Facilitating the review of leaders rated high potential, “at risk of loss”, or “in wrong job”
• PowerPoint data views
• Potential action strategies
• Questions for discussion and suggested metrics for each review

Session Six

• Development Strategies and Readiness Overview
• Succession planning drives leadership development strategy
• Strategic development priorities
• Input into individuall earning plans

 Session Seven

• Engaging Stakeholders in Creating Priority Successor Development Plans
• Collaboration of various stake holders for individual development planning
• Talking points for motivating stake holders to engage in developing successors
• A framework and questions for building executive level development plans
• Reconciling the plan with individual successor’s career aspirations
• Readiness evaluations and metrics

Session Eight

• It is really all about the quality of the conversations
• Calls to action summary
• Long term process improvements

Two or three case studies -full cycle success stories

 1700-1730: Remaining questions and answers and workshop day two concludes

Please call in advance to schedule by e-mailing Success Associates or by calling us at (301) 391-6161.