Comprehensive Guide to Succession Planning in Management
Managers’ Network Meeting
Leadership and Management
Succession Planning
25
th
July 2019
Fire alarms
Toilets
Mobile phones
Photographs
Evaluations
WELCOME & HOUSEKEEPING
Introductions:
•
Your name
•
Your organisation
•
Your type of service
•
The key thing you would like
to get out of today?
•
Why
Key Outcomes:
You will understand:
What good succession planning looks like
How to identify and support good leaders
How to develop good leaders and
managers
How to manage for continuous service
improvement
How to access best practice guidance
Sharing best practice
News and Updates
What is Succession Planning?
Succession planning is the process of
identifying and developing potential future
leaders or senior managers, as well as
individuals to fill other business-critical
positions, either in the short- or the long-
term.
The aim is for the organisation to be able to
fill key roles effectively if the current post
holder were to leave the organisation.
All organisations need to find people
with the right skills to fill key positions.
‘Insiders’ versus ‘Outsiders’
The importance of Nurturing internal talent
Many employers aim to attract certain highly-
talented individuals from outside the organisation
for key or senior positions, this should be balanced
by the benefits of promoting from the home-grown
talent pool
What is Succession Planning?
What is Succession Planning?
A good starting point is always a Workforce Plan
https://www.nottinghamshire.gov.uk/owl/learning/workforce-
planning
For
strategic leaders
it is important to know where you
are now, where you need to get to and understand what
needs to be done.
Clients
need a care service that is flexible and prepared
to upskill to meet their changing needs.
Managers
need a workforce with the right attitudes,
values and behaviours to deliver care needs now and
adapt for the future.
What is Succession Planning?
Workforce Planning Toolkit [Word]
includes:
•
4-Stage process
•
Assess demand
•
Assess supply
•
What actions are required
•
Implement and review
•
Talent management and succession planning
tool
•
Workforce planning cycle template
•
Workforce plan reporting template
Talent Pool evaluation exercise
Staff evaluating as falling into the red areas present the greatest risk
and show where there needs to be a focus on improvement. Those in
the green areas are the high performers who could be developed for
future roles.
As a table discuss:
•
What do you do currently
that helps you to identify
and nurture your managers
of the future?
•
What could be improved?
Succession planning in your Care Setting
How to identify and
develop
Leaders and Potential
Managers
Margaret Tempest
Tempest Management Training
Leadership and Management
LPZ
Audit tool for
improving service
delivery
Karen McEwan
Quality Improvement Matron
Managing Service Improvement
Career Development Resources
https://www.nottinghamshire.
gov.uk/owl/business
Developing Leaders and Managers
https://www.skillsforcare.org.uk/Leadership-
management/developing-leaders-and-
managers/Developing-new-managers-and-
deputies/Developing-new-managers-and-
deputies.aspx
Career Pathways
An upcoming event
An event you have attended
recently
Something you have learned
recently
Something you would like to
know more about
Information Sharing
One thing you are going to do
differently?
Tell us how we can improve
these events
Other topics for network
meetings
OWL services you would like to
know more about
EVALUATION
Succession planning is crucial for organizations to identify and develop future leaders. It involves nurturing internal talent, balancing internal promotions with external hires, and aligning workforce needs with strategic goals. A good starting point is a workforce plan to ensure the organization is equipped to fill key roles effectively. This guide covers the process, best practices, and tools like the Workforce Planning Toolkit to help organizations succeed in leadership and management succession planning.
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Presentation Transcript
Managers Network Meeting Leadership and Management Succession Planning 25thJuly 2019
WELCOME & HOUSEKEEPING Fire alarms Toilets Mobile phones Photographs Evaluations
Introductions: Your name Your organisation Your type of service The key thing you would like to get out of today? Why
Key Outcomes: You will understand: What good succession planning looks like How to identify and support good leaders How to develop good leaders and managers How to manage for continuous service improvement How to access best practice guidance Sharing best practice News and Updates
What is Succession Planning? Succession planning is the process of identifying and developing potential future leaders or senior managers, as well as individuals to fill other business-critical positions, either in the short- or the long- term. The aim is for the organisation to be able to fill key roles effectively if the current post holder were to leave the organisation.
What is Succession Planning? All organisations need to find people with the right skills to fill key positions. Insiders versus Outsiders The importance of Nurturing internal talent Many employers aim to attract certain highly- talented individuals from outside the organisation for key or senior positions, this should be balanced by the benefits of promoting from the home-grown talent pool
What is Succession Planning? A good starting point is always a Workforce Plan https://www.nottinghamshire.gov.uk/owl/learning/workforce- planning For strategic leaders it is important to know where you are now, where you need to get to and understand what needs to be done. Clients need a care service that is flexible and prepared to upskill to meet their changing needs. Managers need a workforce with the right attitudes, values and behaviours to deliver care needs now and adapt for the future.
What is Succession Planning? Workforce Planning Toolkit [Word] includes: 4-Stage process Assess demand Assess supply What actions are required Implement and review Talent management and succession planning tool Workforce planning cycle template Workforce plan reporting template
Talent Pool evaluation exercise Staff evaluating as falling into the red areas present the greatest risk and show where there needs to be a focus on improvement. Those in the green areas are the high performers who could be developed for future roles.
Succession planning in your Care Setting As a table discuss: What do you do currently that helps you to identify and nurture your managers of the future? What could be improved?
Leadership and Management How to identify and develop Leaders and Potential Managers Margaret Tempest Tempest Management Training
Managing Service Improvement LPZ Audit tool for improving service delivery Karen McEwan Quality Improvement Matron
Career Development Resources Developing Leaders and Managers https://www.skillsforcare.org.uk/Leadership- management/developing-leaders-and- managers/Developing-new-managers-and- deputies/Developing-new-managers-and- deputies.aspx https://www.nottinghamshire. gov.uk/owl/business
Information Sharing An upcoming event An event you have attended recently Something you have learned recently Something you would like to know more about
EVALUATION One thing you are going to do differently? Tell us how we can improve these events Other topics for network meetings OWL services you would like to know more about
