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Effective Succession Planning

by: Rothwell, William J.

Effective Succession Planning

by: Rothwell, William J.

ISBN 13:
9780814408421
ISBN 10:
0814408427
Edition: 3rd
Format: Hardcover
Copyright: 06/23/2005
Publisher: Amacom Books

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Summary

When key employees and executives move on-whether expectedly or unexpectedly-organizations had better have a good succession plan in place. The most comprehensive and authoritative book on the subject, Effective Succession Planning has helped countless companies develop strong succession programs and avoid major disruptions. Thoroughly revised to reflect the latest trends and best practices, the book presents strategies for identifying competencies, clarifying values, assessing current and future needs, and creating a complete, systematic succession planning program. The third edition also features all-new material reflecting the author's surveys on: whole system transformation software support packages tapping retirees to manage succession crises the growing activism of boards in succession planning and more The book includes a new diagnostic tool to assess specific succession needs, illuminating case studies, and a CD-ROM with worksheets, assessment tools, and training guides.

List of Exhibits

xiii

Preface to the Third Edition

xvii

Acknowledgments

xxxi

Advance Organizer for This Book

(4)

PART I BACKGROUND INFORMATION ABOUT SUCCESSION PLANNING AND MANAGEMENT

(88)

What Is Succession Planning and Management?

(34)

Six Ministudies: Can You Solve These Succession Problems?

(3)

Defining Succession Planning and Management

(6)

Distinguishing Succession Planning and Management from Replacement Planning, Workforce Planning, Talent Management, and Human Capital Management

(2)

Making the Business Case for Succession Planning and Management

(2)

Reasons for a Succession Planning and Management Program

(10)

Best Practices and Approaches

(5)

Ensuring Leadership Continuity in Organizations

(4)

Summary

(2)

Trends Influencing Succession Planning and Management

(15)

The Ten Key Trends

(12)

What Does All This Mean for Succession Planning and Management?

(1)

Summary

(1)

Moving to a State-of-the-Art Approach

(26)

Characteristics of Effective Programs

(3)

The Life Cycle of Succession Planning and Management Programs: Five Generations

(10)

Identifying and Solving Problems with Various Approaches

(7)

Integrating Whole Systems Transformational Change and Appreciative Inquiry into Succession: What Are These Topics, and What Added Value Do They Bring?

(2)

Requirements for a Fifth-Generation Approach

(1)

Key Steps in a Fifth-Generation Approach

(3)

Summary

(1)

Competency Identification and Values Clarification: Keys to Succession Planning and Management

(11)

What Are Competencies?

(1)

How Are Competencies Used in Succession Planning and Management?

(1)

Conducting Competency Identification Studies

(1)

Using Competency Models

(1)

New Developments in Competency Identification, Modeling, and Assessment

(1)

Identifying and Using Generic and Culture-Specific Competency Development Strategies to Build Bench Strength

(1)

What Are Values, and What Is Values Clarification?

(2)

How Are Values Used in Succession Planning and Management?

(1)

Conducting Values Clarification Studies

(1)

Using Values Clarification

(1)

Bringing It All Together: Competencies and Values

(1)

Summary

(2)

PART II LAYING THE FOUNDATION FOR A SUCCESSION PLANNING AND MANAGEMENT PROGRAM

(84)

Making the Case for Major Change

(30)

Assessing Current Problems and Practices

(6)

Demonstrating the Need

101

(7)

Determining Organizational Requirements

108

(1)

Linking Succession Planning and Management Activities to Organizational and Human Resource Strategy

108

(5)

Benchmarking Best Practices and Common Business Practices in Other Organizations

113

(1)

Obtaining and Building Management Commitment

114

(6)

The Key Role of the CEO in the Succession Effort

120

(4)

Summary

124

(1)

Starting a Systematic Program

125

(31)

Conducting a Risk Analysis and Building a Commitment to Change

125

(1)

Clarifying Program Roles

126

(4)

Formulating a Mission Statement

130

(6)

Writing Policy and Procedures

136

(2)

Identifying Target Groups

138

(4)

Clarifying the Roles of the CEO, Senior Managers, and Others

142

(1)

Setting Program Priorities

143

(2)

Addressing the Legal Framework

145

(2)

Establishing Strategies for Rolling Out the Program

147

(8)

Summary

155

(1)

Refining the Program

156

(21)

Preparing a Program Action Plan

156

(1)

Communicating the Action Plan

157

(3)

Conducting Succession Planning and Management Meetings

160

(4)

Training on Succession Planning and Management

164

(8)

Counseling Managers About Succession Planning Problems in Their Areas

172

(2)

Summary

174

(3)

PART III ASSESSING THE PRESENT AND THE FUTURE

177

(48)

Assessing Present Work Requirements and Individual Job Performance

179

(24)

Identifying Key Positions

180

(4)

Three Approaches to Determining Work Requirements in Key Positions

184

(5)

Using Full-Circle, Multirater Assessments

189

(3)

Appraising Performance and Applying Performance Management

192

(3)

Creating Talent Pools: Techniques and Approaches

195

(5)

Thinking Beyond Talent Pools

200

(2)

Summary

202

(1)

Assessing Future Work Requirements and Individual Potential

203

(22)

Identifying Key Positions and Talent Requirements for the Future

203

(7)

Assessing Individual Potential: The Traditional Approach

210

(11)

The Growing Use of Assessment Centers and Portfolios

221

(3)

Summary

224

(1)

PART IV CLOSING THE ``DEVELOPMENTAL GAP'': OPERATING AND EVALUATING A SUCCESSION PLANNING AND MANAGEMENT PROGRAM

225

(106)

Developing Internal Successors

227

(30)

Testing Bench Strength

227

(5)

Formulating Internal Promotion Policy

232

(3)

Preparing Individual Development Plans

235

(7)

Developing Successors Internally

242

(9)

The Role of Leadership Development Programs

251

(1)

The Role of Coaching

252

(1)

The Role of Executive Coaching

253

(1)

The Role of Mentoring

253

(2)

The Role of Action Learning

255

(1)

Summary

256

(1)

Assessing Alternatives to Internal Development

257

(14)

The Need to Manage for ``Getting the Work Done'' Rather than ``Managing Succession''

257

(9)

Innovative Approaches to Tapping the Retiree Base

266

(2)

Deciding What to Do

268

(2)

Summary

270

(1)

Using Technology to Support Succession Planning and Management Programs

271

(20)

Defining Online and High-Tech Methods

271

(5)

Where to Apply Technology Methods

276

(1)

How to Evaluate and Use Technology Applications

276

(13)

What Specialized Competencies Do Succession Planning and Management Coordinators Need to Use These Applications?

289

(1)

Summary

290

(1)

Evaluating Succession Planning and Management Programs

291

(16)

What Is Evaluation?

291

(1)

What Should Be Evaluated?

292

(3)

How Should Evaluation Be Conducted?

295

(11)

Summary

306

(1)

The Future of Succession Planning and Management

307

(24)

The Fifteen Predictions

308

(21)

Summary

329

(2)

APPENDIX I: Frequently Asked Questions (FAQs) About Succession Planning and Management

331

(6)

APPENDIX II: Case Studies on Succession Planning and Management

337

(30)

Case 1: How Business Plans for Succession

337

(4)

Case 2: How Government Plans for Succession

341

(13)

Case 3: How a Nonprofit Organization Plans for Succession

354

(6)

Case 4: Small Business Case

360

(2)

Case 5: Family Business Succession

362

(1)

Case 6: CEO Succession Planning Case

363

(4)

Notes

367

(20)

What's on the CD?

387

(4)

Index

391

(8)

About the Author

399

Amazon no longer offers textbook rentals. We do!

Effective Succession Planning

Effective Succession Planning

9780814408421

0814408427

Summary

Author Biography

Table of Contents

Supplemental Materials

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