PowerPoint Presentation...Talent Management Succession Planning Template Key Position or Title Specific Location Ratio Successor 1 Readiness Successor 2 Readiness John Doe – Example

2014

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www.DiversityBestPractices.com #NALCCHICAGO

2014

Round I: REVITALIZING STRUCTURE / ORGANIZATION Track B. ERG Program Managers: ERG

SUCCESSION PLANNING: How to Identify, Motivate & Retain TOP Leaders

Facilitator: Jennifer London, Diversity Best Practices Presenters: Pedro Vasquez, Jones Lang LaSalle Donna Parente, Sears Holding Corporation


2014



Presenter: Pedro Vasquez

Executive Vice President, COO Bank of America Account Jones Lang LaSalle

National Champion, Latino Employee Resource Network (LERN)


2014

Employee Resource Group Leadership

Agenda

Motivating Leaders

Developing Talent

Long term Talent Management

How to attract, develop, and retain top leaders


2014

Employee Resource Group Leadership How to attract, develop, and retain top leaders

NO BUDGET

NO END IN

SIGHT

NO DEFINED

GOALS

NO

MANAGEMENT

SUPPORT

NO

RECOGNITION

NO DEDICATED

RESOURCES


2014

Motivating great leaders Sourcing leaders for Employee Resource Groups


2014

Motivating Great Leaders Sourcing leaders for Employee Resource Groups

Access to Leadership

Leadership Development

Financial Reward

Change Agent


2014

ERG Leader Development

Include in performance

agreements

People pay attention to

what is measured

Manage ERG Leaders Like the Business

Development plan created

for ERG leaders

Create matrix

management relationships

Provide stretch assignments (leadership, technology, financial management, etc.)

Executive sponsor

mentoring of national

champion

National champion to

mentor committee leads


2014

Talent Management

Plan leadership changes

Double pocket roles for 6 months

Set leadership role time limits

Succession Planning for ERG Leaders


2014

Talent Management Plan rotation and succession

• What roles demand that we have a qualified

successor “ready now”?

Evaluate Talent

Identify Key Roles

Select Candidate

Pools

Place Candidates

in Roles

• Who are our highest potential and highest performing leaders?

• How do we know?

• Which leaders would fit into critical roles, now or

within 2 years?

• What gaps exists between our needs and our

current leadership?

• How aggressively do we want to manage this

process?

• How do we ensure success as leaders move

roles? Source: Hewitt Associates


2014

Talent Management Succession Plan Template

Name

Title

Name

Title

Name

Title

Emergency Emergency

Ready Now

Ready Later

Name

Title

Ready Now

Ready Later

Emergency

Ready Now

Ready Later


2014

Talent Management Succession Planning Template

Key Position or

Title

Specific Location Ratio Successor 1

Readiness

Successor 2

Readiness

John Doe – Example

Regional Director

Charlotte, NC 1:1 Ready Now Ready Later

Name

Title

Ready Now: Ready

Later

Name

Title

Ready Now: Ready

Later

Name

Title

Ready Now: Ready

Later

Name

Title

Ready Now: Ready

Later


2014



Presenter: Donna Parente

Manager, Continuous Improvement Sears Holding Corporation

Co-Chair, Women in Leadership Development (WILD)


2014 ERG Succession Planning at:


2014

How to Attract, Motivate and Retain Top Leaders

Agenda

WiLD background

Attracting and Engaging Potential Leaders

Motivating and Developing Leaders

Retaining Top Leaders


2014 WiLD: An evolving ERG

What changed in 2011?

Re-branded WNET to

From Lunch and Learns and Networking to a GREATER mission – Leadership and supporting goals

Highly visible executive Sponsor


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What makes a great ERG leader?

Attracting the right qualities in an ERG leader

Passion

Creativity

Commitment

Established Leader

Business Acumen

Resourcefulness


2014

Engage potential leaders through:

Quality programing – Annual Leadership Summit, Speakers, 5K Run, Mentoring

Visibility – Newsletter, Networking Events, Internal Social Media

Making it relevant to company topics – can justify the time/resource commitment

Attracting and engaging leaders


2014

Motivating and developing leaders Exposure to Leaders within the company –

WiLD Survey #1 interest

Empowering Committee leads, Board Chairs to “Own it.”

Natural progression up the ranks from committee member, to committee chair, to board chair


2014

Natural progression from volunteer to leader

Committee Members

Committee Chair Board Chair


2014 Retaining our top leaders Executive Sponsors

Co-Chair Chair

Board Members

Committee Chairs

Treasurer Communication

Community Leadership Networking Mentoring

Membership

NEW Liaison

San Francisco New York

Past Chairs

Members at Large

2014

C H I C A G O

Documents

PowerPoint Presentation...Talent Management Succession Planning Template Key Position or Title Specific Location Ratio Successor 1 Readiness Successor 2 Readiness John Doe – Example