Succession Planning Basics

Table of contents

1. Cover
2. Title Page
3. Copyright
4. Contents
5. About the Training Basics Series
6. Preface
7. 1. What Is Succession Planning?
   1. Definition of Succession Planning
   2. Replacement Hiring Versus Succession Planning
   3. Models of Succession Planning
   4. Succession Planning Core Concepts
   5. Variations in Succession Plans
   6. Purpose of Succession Planning
   7. Succession Planning Opportunities
   8. Need for Succession Planning
   9. Summary
   10. Getting It Done
8. 2. Preparing for Succession Planning
   1. Getting Started
   2. Determining the Participants
   3. Team Member Responsibilities
   4. Extended Project Team
   5. Summary
   6. Getting It Done
   7. Sample Team Member Job Description
9. 3. Establishing and Communicating Goals
   1. Ensure Quality Communication
   2. Preparing the Team Members
   3. Establishing the Goals
   4. Benchmarking
   5. Sample Succession Planning Policy
   6. Communicating the Plan
   7. Elements of Your Communication Plan
   8. Communication Methods
   9. Dealing With Resistance
   10. Summary
   11. Getting It Done
10. 4. Assessing Your Organization
    1. Getting Started With Assessment
    2. Determining the Scope of the Succession Plan
    3. SWOT Analysis
    4. Defining Assessment Topics
    5. Determining Key Positions
    6. Identifying Competencies for Key Positions
    7. Summary
    8. Getting It Done
11. 5. Developing Your Workplace Profile
    1. Introduction
    2. Interpreting Assessment Information
    3. Conducting a Demand Analysis
    4. Conducting a Supply Analysis
    5. Conducting a Gap Analysis
    6. Assessing Internal Depth
    7. Applying the Information
    8. Summary
    9. Getting It Done
12. 6. Designing Your Succession Plan
    1. Introduction
    2. Creating Job Profiles
    3. Components of a Competency-Based Job Description
    4. Communicating the Competencies for Key Positions
    5. Developing an Inventory of Candidates
    6. Checklist for Managers
    7. The 9-Box Grid
    8. Summary
    9. Getting It Done
13. 7. Using Succession Planning Development Practices
    1. Introduction
    2. Creating Individual Development Plans
    3. Preparation for the IDP Discussion
    4. Providing Development Opportunities
    5. Summary
    6. Getting It Done
14. 8. Assessing Succession Management Software
    1. Introduction
    2. Four Considerations for Succession Planning Tools
    3. Software Considerations
    4. Summary
    5. Getting It Done
15. 9. Implementing Your Succession Plan
    1. Introduction
    2. Maintaining Your Succession Plan
    3. Avoiding the Pitfalls
    4. Follow-Up Checklist
    5. Summary
    6. Getting It Done
16. 10. Evaluating Your Plan
    1. Introduction
    2. Incorporating Regular Checkups
    3. Creating an Evaluation System
    4. Making Course Corrections
    5. Summary
    6. Getting It Done
17. 11. Frequently Asked Questions
    1. Does this program guarantee employees a promotion?
    2. Why do current supervisors have the first opportunity to be developed for higher leadership levels?
    3. Why is succession planning receiving so much emphasis now?
    4. What do you mean by the scope of a succession plan?
    5. How are leadership levels different from organizational levels?
    6. What if our organization doesn’t have the resources to create formal training for succession planning?
    7. What’s the difference between succession planning and workforce planning?
    8. How long will this succession planning initiative last?
    9. What is a top-down method of succession planning?
    10. What if people are reluctant to share their knowledge?
    11. How is talent recruited?
    12. What if there is no one in the organization to move up?
    13. Should outside personnel be used to coordinate this process?
    14. Does this mean an employee can’t move up unless they are identified as a leadership candidate?
    15. What if there is no place for a person to move up to?
    16. What if a person moves up and can’t perform the responsibilities of the key position?
    17. When is it appropriate to go outside the organization to fill key positions?
    18. What are some of the key messages that should be communicated to get buy-in?
    19. If an organization can’t implement a full succession planning process, what should it do?
    20. Should a succession plan remain constant for longer than five years?
    21. Can associations and not-for-profits benefit from succession planning?
    22. Isn’t succession planning something our human resources department should do?
    23. Is succession planning only for executives?
    24. How do I define the needs of my organization?
    25. How do I communicate this plan to my organization?
    26. Summary
    27. Getting It Done
18. 12. The Big Picture
    1. Best Practices of Succession Planning
    2. Variations in Succession Plans
    3. Upcoming Generations and Succession Planning
    4. Summary
    5. Getting It Done
19. Glossary of Succession Planning Concepts
20. References
21. About the Author
22. Back Cover