Succession Planning/ Application of the Leadership Influence Factor

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Succession Planning/ Application of the
Leadership Influence Factor

• Joe Stowe, Jr.
• CH2M HILL
• Presented at
• DENR Managers Forum
• August 22, 2007

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Guiding Principles of Succession Planning

• Succession Planning represents an opportunity for
  any organization
• Focus should be on protection of existing people
  resources since minimal cost is involved and it
  is the right thing to do
• Leadership Training programs should be developed
  and used
• Our people are our greatest asset, we need to do
  whats right for them

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Succession Planning

• Using the
• Leadership Influence Factor Tool
• (LIFT)

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Leadership Influence Factor
Leadership Influence Factor (LIF)
Time
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Generic Organization
Void
Void
LIF
Application Phase
Learning Curve
Leaving Office
TIME
6
LIF-President of US
Void
Void
LIF
TIME
7
LIF-City Council
Void
Void
LIF
TIME
8
LIF- Professional Organizations
Voids
LIF
TIME
9
LIF- Utility/Agency Organization Succession
(Without Planning)
Voids
Extreme Void
LIF
TIME
10
LIF- Organization Succession(Without Planning)
Voids
Extreme Void
LIF
TIME
11
LIF- Organization Succession(With Planning)
Minimal Voids
LIF
TIME
12
You Know the Problem, so, What Do You Do About It?

• Only 2 Places to Get Good People
• In-House
• From Outside the Organization

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How do you Approach the Problem?

• Attraction
• Getting the Right People
• Development
• Training the Right People
• Retention
• Keeping them on Our Workforce

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Attraction

• Preparing inside candidates for movement into new
  opportunities
• Using the right tools and techniques to attract
  the most qualified people when recruiting from
  the outside

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Development

• Technical Training Opportunities
• Management/Leadership Training
• Pro-active on-the-job training (OJT)

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Retention

• Consider good, challenging assignments
• Incentive programs
• Competitive pay
• Competitive benefits

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The Ultimate GoalAn Organization with Well
Planned Succession
Voids
LIF
TIME
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Questions, Observations, Suggestions?