Prepared for AMT
Monday, November 5, 2007
The basic terminology
Urgency of the challenge
Identifying the talent pool
The “70-20-10” rule
What is next?
The basic terminology
Succession management is
the active, intentional, on-going identification of talent and development of
people for the future. It:
is hands on
starts with effective performance management
leads to a cultural change
The “talent pool” = the people = “HiPo’s”
Talent exists at all levels – there is no bright line
HiPo’s are identified based on:
past performance + future potential + readiness.
But there ARE varying levels of urgency
Urgency of succession management
We will lose up to 40% of our managers in this decade due to
There are fewer replacement workers…worldwide
The job market will continue to be more competitive
We want to find ways to increase the diversity of our senior
Technology is changing job requirements – how do we prepare people
for our future needs?
How do you spot talent?
What we have begun to do in Administration and what
you can do as a supervisor…
diversity of talent pool (including ethnicity, age,
have the conversation
Discuss your choices with your manager
Learning to use the tools
What performance tools do we have in
Common Performance Evaluation & Planning (PEP) forms
for all levels of jobs (management, professional,
Align evaluation with annual goal setting and professional
Use common rating scale
Put focus on core competencies
Some units beginning discussions to define:
How do we define potential?
Potential = (Fit between current abilities and future roles) x Growth Factors/Derailers
Growth factors Derailers
Thinking Beyond Boundaries
Thinks in fresh, creative ways about the big questions
Can see connections within complex issues
Can make practical, grounded use of “out-of-the-box” thinking
Curiosity and Eagerness to Learn
Wants different and new assignments
Makes key decisions to reach out and take risks
Low tolerance for ambiguity
Social Understanding and Empathy
Technical ability alone is not enough
Self-promotion is not enough
Listens, asks clarifying questions, brings out the best in others
Lack of discipline
Maintains realistic optimism
Responds positively when things don’t go well Source: Human Capital Institute
Seeks out and takes constructive criticism
How do we determine readiness?
Based on your review of performance and potential, and discussions with
the employee about his or her interests, determine if…
1. This person is appropriately placed now and in the future.
2. This person will be ready to move up in 4-7 years.
3. This person will be ready to move up in 2-3 years, or sooner.
Then, focus on the 2s and 3s, especially the 3s.
What do the 3s need now?
This will be an interactive process!!
What should a professional development
Holistic approach that:
• Integrates both formal and informal elements
• Provides opportunities to apply new skills or behaviors
The “70/20/10” model for learning:
• 70% of learning is from experience-based opportunities
• 20% of learning is from coaching and mentoring
• 10% of learning is from formal training
Succession management is the active,
intentional, on-going identification of talent
and development of people.
Be prepared to be a coach!
The building blocks of succession
What is our vision?
We are creating the leaders of the future for
and the world.
In the remaining 10 minutes…
Please discuss at your table:
What are the highlights, surprises, questions you
Please write your questions on the cards at your
table and leave them in the box on your way out.