The success or failure of any organization is often attributed to its leadership. Great leaders create a great team that results in great performance. An organization’s effectiveness and dynamics, however, will be tested soon as the great leader leaves – transferring to a different location, handling a different department, or retiring for good. In such cases, the importance of succession planning is highlighted and will determine whether an organization goes business as usual maintaining the same efficiency and success or succumb to the loss of a great leader that no one seems to be able to emulate.
One of Justice Clearinghouse’s regular and esteemed instructors, Dr. Kimberly Miller, is back to talk about the importance of succession planning. A renowned speaker, consultant and trainer in the field of personal and organizational development, she’s been in the profession for over fifteen years and her relationship-based approach ensures that organizational success is built from the ground up through competent staff and leaders.
On this course, she’ll be talking about implementing a succession plan going through the challenges of doing so and the steps and strategies towards effective succession planning. Points she highlighted include:
- Ordeals that organizations experience related to succession planning, and what can be done to address these.
- An overview that discusses what succession planning is, what it entails, and what it is not.
- Planning development as early as the hiring phase that requires marketing to the heart, creating a hiring profile to help screen applicants, assessing for character, leadership and teaching ability, and psychological evaluations.
- Utilizing the training phase to create leaders through trainers that serve as role models, documenting the trainees’ competencies, introducing an ongoing feedback mechanism, and addressing trainees’ shortcomings.
- Maximizing evaluations by ensuring accuracy through proper documentation of measurable goals, employing 360 evaluation, and an effective feedback and follow-up process.
- Creating a leadership profile that looks at character, skills and competencies that make an individual a deserving candidate for promotion.
- Implementing an efficient promotional process utilizing screeners, character-based processes and evaluations as the basis of future performance.
- Ongoing leadership development that identifies potential leaders early on, enables them to foster relationships, and provides the opportunity, resources, and perspective needed to flourish as leaders.
- Setting people up for success by maintaining consistently high expectations for everyone, making them aware of their strengths, and how to leverage strengths for good.
- Making formal and informal mentoring programs available to help budding leaders improve.
- Employing a training accountability program that identifies the reasons and goals of training and measures its effectiveness and value to both the person and the organization.
- During the Q&A, Dr. Miller clarified concerns and inquiries that the audience has on:
- Expressing the need for non-sworn personnel to be included in the development programs.
- Creating a succession plan in a one-person agency.
- Helping someone who isn’t open to improvement to realize their need for growth.
- Implementing a succession plan to specific teams/departments in silo, albeit informally.
- What it means to be one’s self only 60% of the time.
- “Amazing topic, learned a lot of what is not being done in my organization. Much appreciate the information!” — Kara
- “Dr. Miller is a wealth of knowledge. She’s efficient in her presentations and always provides excellent examples that we can relate to our real-life experiences.” — Carrie
- “Most valuable… Really everything. This was a great webinar. Dr. Miller’s points were very clear and easy to follow. Recognizing how strengths and can be overused and under used. Peer to Peer evaluations, Appropriate use of 360 evals.” — Joy
- “Gained additional knowledge as to a road map on how to build a succession plan. We have a great leadership team in place currently. However, we recognize that all three of us will be retiring in the next 3-5 years. That has led us to researching and implementing action steps to have a successful succession plan in place to the best of our abilities. Additional item was how an employee is “creating a negative experience” and how that is creating a culture we do not prefer.” — Kersten
- “This was by far the best webinar training I have received. The presenter was very knowledgeable, presented the information in a clear manner, and the material was very useful. Thank you.” — Michael
- “Dr. Miller gives practical suggestions and examples instead of platitudes and unrealistic “best practices” — Nancy
- “I appreciated Dr. Miller’s insight on the importance of ensuring that you take personalities and favoritism out of the promotional process. Being able to step back with a clean slate to identify the best traits for your leaders and then see how individuals rate is a fair and transparent process.” — Valerie