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Nonprofit organizations that invest in talent-focused succession planning are better positioned to manage organizational challenges and changes. An effective Succession plan assures the recruitment of top-notch talent, effective development of critical skills and knowledge, and adequate preparation for advancement or promotion to other roles. This webinar, hosted by Irene Cruz, Client Success Manager at Cornerstone OnDemand, is the conclusion to a special two-part series on best practices in Succession Management for nonprofits.
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Succession Management for
Nonprofit LeadershipOct. 9, 2013
Irene Cruz, Client Success ManagerCornerstone OnDemand
CSOD Foundation: Our Mission
The Cornerstone OnDemand Foundation transforms the way
people help people. Through the contribution of our technology
and talent management expertise, we strengthen nonprofit
organizations around the world by helping them develop, engage,
and empower their employees and the people they serve.
HR Pro Bono Corps
The HR Pro Bono Corps brings much-needed human capital management expertise to the
nonprofit sector at no cost.
The HR Pro Bono Corps focuses its support in three areas:• Performance Management• Learning Management • Succession Management
About the Presenter
• Client Success Manager at Cornerstone OnDemand
• L&D Practitioner ; had assisted organizations across
various verticals implement their Talent
Management Systems
• Located in Simi Valley, CA
Irene Cruz
This Presentation
This 2-Part Presentation addresses the following Key Objectives: Define Succession Management Succession Management Process Succession Management Tools and Metrics Measuring for Success Succession Management Best Practices
…to successfully identify and develop today’s talent, to be tomorrow’s leaders
Recap of our First Session
Part 1 Objectives:• What is Succession Management?• Why is Succession Important?• The Succession Management Maturity Model• Governance
Today’s Session
Part 2 Objectives:• Succession Management Process• Succession Management Tools & Metrics• Best Practices• Measuring for Success
Succession Management Process
- Leadership’s engagement & commitment- Board influence- Executives identify & grow talent- HR involvement- Employee’s drive
- Can be done by grade/position- Includes most important positions to organization- Need job profiles, career paths and competencies to identify critical pos. - Determine the gaps- Prof. & Mgnt. roles
- Shows high performance- Key contributor - Capable of lateral moves- Qualified for a broader role in same profession- Can move upward
Identifying High Potentials
Types of Criteria for HiPo’s include:• Performance evaluations• Willingness to take on
more responsibility• Work experience• Competency assessments• Personal career
aspirations
Note: Past performance does not always predict potential.
Succession Management Process
- Leadership’s engagement & commitment- Board influence- Executives identify & grow talent- HR involvement- Employee’s drive
- Can be done by grade/position- Includes most important positions to organization- Need job profiles, career paths and competencies to identify critical pos. - Determine the gaps- Prof. & Mgnt. roles
- Shows high performance- Key contributor - Capable of lateral moves- Qualified for a broader role in same profession- Can move upward
Talent Calibrations- driven by HR- detailed and future focused- comparison to others in peer groupPerformance Calibrations- Assess & rank past performance
Benefits of Talent Calibration• Create a cultural norm and raises the bar on managers ability to articulate
specific performance• Managers come prepared to defend their ratings and assessments• Managers acquire a different view of the workforce and the health of talent• Transparency to outside talent so when they have a vacancy they can recruit
from other parts of the organization• Learn one of their direct reports is being groomed
for another position and needs development in a different skill set
• Increase pipelines – list of potential successors grow
• Performance standards – managers can assess their own performers against those in other departments
Succession Management Process
- Leadership’s engagement & commitment- Board influence- Executives identify & grow talent- HR involvement- Employee’s drive
- Can be done by grade/position- Includes most important positions to organization- Need job profiles, career paths and competencies to identify critical pos. - Determine the gaps- Prof. & Mgnt. roles
- Shows high performance- Key contributor - Capable of lateral moves- Qualified for a broader role in same profession- Can move upward
Talent Calibrations - driven by HR- detailed and future focused- comparison to others in peer groupPerformance Calibrations- Assess & rank past performance
- Discussions on talent information- Combine Talent Calibrations with Reviews- Conducted by HR & business leaders- Business strategy alignment
Succession Plans- Readiness assessmentDevelopment Plans- Follow throughOrganizational Plans- Rewritten for open or newly created positions
Succession Management Tools
• Organization Charts• Assessments
• Behavioral/Competency• 360• Job Fit• Team Fit• Skill Gap• Potential• Leadership• Personality
• Nine-box Grid
Succession Management Metrics• Resume/Career Data/Job History/Work Experience/ Educational & Training Experiences• Assessments• Willingness to Relocate• Willingness to move up/Take on more responsibility• Personal Career Aspirations• Commitment to the Organization• Relationships with other Employees• Integrity• Performance Evaluations• Potential• Risk of Flight• Risk of Loss• Impact of Loss• Key strengths/accomplishments• Key development needs for Successor Role• Readiness for Successor Role
Measuring for Success
38% of Companies measure the Effectiveness of their SM Programs. What are they measuring?
Succession Management Best Practices• Process driven Succession Management• Have a transparent process• Align capabilities to the business strategy• Ensure executive commitment and engagement• Implement at all levels• Create a culture of sharing knowledge and talent• Integrate with Talent Management Strategy and Processes• Measure for Success
Guest Nonprofit Speaker
Getting TractionHow can I get started?
What if I am introducing Succession to my company for the first time?What are those foundational elements of Succession?
How long does it take to build momentum?
• Take the time• Simplicity• Drive Execution through your
Leaders• Differentiate between High
Potential and High Performance
Questions?
http://www.csodfoundation.org [email protected]
Thank You!