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Succession Planning

Summary of postings

Succession Planning	Tracy Gilbert	28 Sep 05
Re: Succession Planning	David Faik	28 Sep 05
Re: Succession Planning	therese taylor	6 Oct 05
Re: Succession Planning	Fairuz Nizam Mohd Joned	13 Oct 05
Re: Succession Planning	Katherine Hornby	16 Mar 06
Re: Succession Planning	Marie Mosley	27 Mar 06
Re: Succession Planning	Susan Keyes	31 May 06
Re: Succession Planning	Deana Wildman	5 Jul 06

Details of postings

Succession Planning	Tracy Gilbert	28/09/2005 11:31
We are currently looking to introduce a more structured succession planning process within the company and I would welcome any comments about how you have done this, any pit falls you encountered and tips on how to avoid them. Thanks

+ Re: Succession Planning	David Faik	28/09/2005 12:39
I have done this several times and have all sorts of templates and presentations that you could use if you want to contact me (dfaik@hotmail.com). <* Key things to get right / potential derailers *> Make sure that the assessment criteria are clear and fair / or people will get marked for succession because their face fits. A good process should unearth a few surprises. (N.B. - a face valid and well-defined behaviour framework to assess against will pay dividends here) Make sure that the assessment criteria are well communicated / or the way you select people for succession may be fair but staff might feel it isn't Get buy in from the top brass early on, including agreement on the process followed / or you will run a succession process that isn't used and becomes HR window dressing Communicate, communicate and communicate more: be clear on the process, the implications for doing well or badly / or the emotional contract gets broken with participants as data collected (assessment) is used for purposes other than those agreed Think about how you will develop your "leaders in waiting" before the process starts / or it won't seem joined up with other talent activities. (N.B. – can you use aspects of your succession planning when selecting leaders or others from outside the business?)
++ Re: Succession Planning	therese taylor	06/10/2005 21:38
Hi David, I too am tasked with implementing an appropriate succession planning process and would be grateful if I could receive a copy of your materials. Thanks in advance.
+++ Re: Succession Planning	Fairuz Nizam Mohd Joned	13/10/2005 00:55
Hi David, I'm very much interested to learn more about your templates & presentation on this succession planning process and hope it would help me a lot in preparing myself to further develop the same program for the company that I'm working with. Would appreciate to have your feedback & you could mail me to azinz@mni.hongleong.com.my Thanks. Fairuz
++++ Re: Succession Planning	Katherine Hornby	16/03/2006 17:23
Hi David, Our organisation is also needing to have in place more structured succession-planning whilst avoiding equalities pitfalls, creating career pathways and raising ambitions. Anything you have would be welcome. katiehornby@lineone.net
+++++ Re: Succession Planning	Marie Mosley	27/03/2006 13:16
Hi David I would also be interested in your templates and presentations re: succession planning please if possible. Thanks Marie
++++++ Re: Succession Planning	Susan Keyes	31/05/2006 14:18
If you're still looking for support with Succession Planning I can help. You can call me on 0207 4627585 or email me at Susan.Keyes@strategicawareness.com
++++++ Re: Succession Planning	Deana Wildman	05/07/2006 14:55
Dear David, We are also now at the stage where formal succession planning needs to be implemented so any help you could provide would be most appreciated. Thanks Deana