Business Succession Planning PowerPoint Presentation Slides
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This document provides an overview of succession planning for a company. It covers key topics such as identifying critical positions, assessing employee competency and potential, developing succession and career plans, managing ongoing processes, addressing roadblocks, and evaluating succession planning. Various templates and charts are presented, such as an employee assessment grid, succession plan flowchart, and tables for tracking succession planning tasks and backup candidates for key positions. The goal is to help ensure leadership sustainability and continuity within the organization.
Business Succession Planning PowerPoint Presentation Slides
- 2. Content Succession and Career Planning Overview Employee Competency and Assessment Grid Succession Plan Sample Flowchart Identify the Critical Position Succession Planning Modelling Chart Key Succession & Career Planning Metrics Development of Succession and Career Plan Manage Ongoing Process Overcoming Roadblocks in Succession and Career Planning Key Development Practices Evaluate, Monitor and Observe Succession Planning Succession Planning Backup Summary Performance Improvement Plan Roadblocks to Succession and Career Planning 2
- 3. Evaluate , Monitor and Observe Succession Planning Employee Competency and Assessment Grid Manage Ongoing Processes and Action Plan Training & Development Identify Critical Positions Development of Succession and Career Plan Key Succession Planning Metrics 3 SuccessionandCareer PlanningOverview
- 4. Identify the Critical Position 1/2 Succession Planning Business- Critical Position 1 Ready now 1-2 years > 2 years (year estimated) Head of Sales • This slide is 100% editable. • Adapt it to your needs and capture your audience's attention. • This slide is 100% editable. • Adapt it to your needs and capture your audience's attention. • This slide is 100% editable. • Adapt it to your needs and capture your audience's attention. Business- Critical Position 2 Ready now 1-2 years > 2 years (year estimated) Head of Operations • This slide is 100% editable. • Adapt it to your needs and capture your audience's attention. • This slide is 100% editable. • Adapt it to your needs and capture your audience's attention. • This slide is 100% editable. • Adapt it to your needs and capture your audience's attention. Business- Critical Position 3 Ready now 1-2 years > 2 years (year estimated) Head of R&D • This slide is 100% editable. • Adapt it to your needs and capture your audience's attention. • This slide is 100% editable. • Adapt it to your needs and capture your audience's attention. • This slide is 100% editable. • Adapt it to your needs and capture your audience's attention. This slide covers the critical positions that require succession planning along with the time frame. 4
- 5. Identify the Critical Position 2/2 Position Variability in Performance Impact on Strategic Outcomes Scarcity of Resource Impact on Other Strategic Activities Total Score Job A 3 3 2 2 10 Job B 4 4 4 3 15 Job C 4 5 4 3 16 Instructions: Complete the table for each job using a scale from 1 (low) to 5 (high) Highest total score = most critical Here we have listed job positions and their relevance in different criteria's. Rate the position on basis of relevance in those criteria’s. 5
- 6. 6 EmployeeCompetency andAssessmentGrid High Growth Limited Needs Improvement Meets Expectations Exceeds Expectations High Performance /High Potential Enhance Current Role Bad Hire/Replace/ Counseling Current Role Must Be Enhanced Low Performance/ Low Potential Succession Planning Candidate Performance High LeadershipPotential High Low This model helps to easily identify individual’s performance and potential for the specific position in the coming future.
- 7. CEO VP Sale VP Service VP Marketing Succession Plan Sample Flowchart 7 Name Readiness Rich kemp 1-2 years Min lee 2 years Name Readiness Jene Smith Ready now Text Here Text here Name Readiness Min Lee 3Years Text Here Text here Name Readiness Chairs Brown 1 Years Text Here Text here This slide shows a succession planning specimen defining designations and employee readiness to takeover that position.
- 8. Succession Planning Modelling Chart 8 Succession Planning Elements Succession Planning Objective Succession Planning Tools Build a leadership pipeline Ensure organizational leadership sustainability • Leadership competency development plan • Leadership talent pool development • Text here Develop critical function successors Mitigate impact of attention and employee mobility on the utility’s critical functions • Recent retiree consulting • Monitoring • Text here Staff Development Develop layers to perform organizational functions • Staff development plans • Cross-training and work rotation • Your text here Add succession planning element here Add succession planning objective here • Update and modify compensation and classification system • Career path planning Add succession planning element here Add succession planning objective here • Update and maintain key organization knowledge resource • Documents and codify key processes and functions • Expert interview • Your text here Build a leadership pipeline Ensure organizational leadership sustainability • Leadership competency development plan • Leadership talent pool development • Text here We have specified here various planning elements, objectives and necessary planning tools that are required for succession planning implementation.
- 9. 9 KeySuccession&Career PlanningMetrics Does the employee demonstrate the ability and qualities to take on additional responsibilities and roles? Potential Whether the employee seems excited about his or her current position, or ready for a career move? Risk of Loss This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Key Succession Planning Metric Does the employee have the skills and experiences needed to be successful in his next role? Readiness What would be the impact on the organization when an employee will leave? Impact of Loss
- 10. Development of Succession and Career Plan 10 Predictive Business- Aligned Effective SM Focus Business Focus Text Here Text Here5.8% 4. Talent Mobility and Upgrading Healthy Leadership and key individual contributor bench Competitive parity and business growth 50.8% 3. Succession Planning and Management Text Here Business process effectiveness 30.1% 2. Executive /Sr.Leader Replacement Text Here Skill development by leader 25.2% 1. Individual Development Planning Effective In order to develop a successful succession & career plan indicate the step wise planning required along with the business & succession management focus.
- 11. Manage Ongoing Process 1/2 11 Leadership Competencies Rating: N/A – not applicable IE – Ineffective SE – Somewhat Effective E – Effective VE – Very Effective O - Outstanding Name of individual Business acumen Dealing with ambiguity Decision quality Interpersonal savvy Manageria l courage Managing courage Managing vision & purpose Managing & measuring work Priority setting Problem setting Problem solving Strategic agility John Smith VE E E O O O SE IE SE SE O O Text here Cultural Capabilities Rating: n/a, ie, se, e, ve, o Derailer Assessment Rating: Np – not a problem pnp – probably not a problem ns – not sure pp – probably a problem dp – definitely a problem ne– not enough information Name of Individual Tenaciously resourceful Passionately aligend Dynamically responsive Derailers: Betrayal of trust defensiveness Lack Of Ethics & Values Failure To Staff Effectively Insensitive to others Performan ce problem Megan Markle E VE O NS DP NP O NP O This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Here we are assessing the employees on the basis of variety of factors to determine their readiness for succession planning.
- 12. Manage Ongoing Processes 2/2 Employee Information Name: Current Job Title: Date of Meeting/Interaction: Individual/s Providing Feedback: Cultural Capabilities – Provide any Feedback on Behaviors Related to Our Cultural Capabilities Tenaciously Resourceful Dynamically Responsive Passionately Aligned Cultural Capability Leadership Competencies: Ratings: (N/A – Not Applicable, IE – Ineffective, SE – Somewhat Effective, E – Effective, VE – Very Effective, O – Outstanding) Business Acumen: Dealing with Ambiguity: Decision Quality: (SE) Developing Direct Reports and Others: (E) Drive for Results: (O) Interpersonal Savvy: (VE) Managerial Courage: (E) Managing Vision and Purpose: (O) Managing and Measuring Work: (VE) Describe Purpose For Rating/S Above, Be As Specific As Possible: Text Here Functional Competencies: Text Here Text Here Text Here 12 Here we are assessing the employees on the basis of variety of factors to determine their readiness for succession planning.
- 13. Roadblocks to Succession and Career Planning 13 80 70 60 50 40 30 20 0 10 20 30 40 50 60 70 80 90 Lack of Top Management support Lack of a Talent Assessment database Organization don’t encourage the sharing of resources Text here Text here Text here Text here This slide specify the obstacles in the pathway of succession planning, in percentage.
- 14. Overcoming Roadblocks in Succession and Career Planning 14 Prioritize Goals/ Solutions Action Items Which barrier will prevent your success? What can you do to reduce this barrie? What are your start and end dates for reducing the barrier? Who can help you reduce this barrier? What will be evidence of completion? How will you measure success for this goal? Priority:________ Process for employee identification Text Here Text Here Text Here Text Here Text Here Text Here Priority:________ Streamline frequency & duration of interventions Text Here Text Here Text Here Text Here Text Here Text Here Priority:________ Common tool for progress monitoring Text Here Text Here Text Here Text Here Text Here Text Here Priority:________ Other Text Here Text Here Text Here Text Here Text Here Text Here This slide shows the action plan that needs to be followed in order to overcome succession planning roadblocks.
- 15. Performance Improvement Plan Improvement Objectives Success Criteria Additional Support Required Review Schedule Objective Outcome What individual should do to improve performance Set the success criteria's here Support that an individual require in order to achieve standards When will the progress be reviewed ? Action to be taken if objectives are not met Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here 15 In order to train and develop the employees for future positions, we have specified a plan.
- 16. Key Development Practices Position Variability in Performance Action Learning Experiential Learning Cross-Functional Job Rotations Experiential Learning 360-degree Feedback Assessment Exposure to Senior Executives Education External Coaching Coaching Global Job Rotations Experiential Learning Exposure to Strategic Agenda Education Mentoring Coaching Text Here Education Text Here Education Text Here Experiential Learning Text Here Education LeastMeaningfulMostMeaningful 16 List down the talent and development initiatives for succession planning along with the development practices that needs to be undertaken.
- 17. Evaluate, Monitor and Observe Succession Planning Succession Planning Task Status Start Date Quarter 1 Quarter 2 Quarter 3 Quarter 4 Task 1 Ongoing DD-MM-YY Jan Feb Mar Apr May June July Aug Sep Oct Nov Dec Task 2 Finished DD-MM-YY Task 3 Ongoing DD-MM-YY Task 4 Finished DD-MM-YY Task 5 Ongoing DD-MM-YY Task 6 Text Here DD-MM-YY Task 7 Text Here DD-MM-YY Task 8 Text Here DD-MM-YY Task 9 Text Here DD-MM-YY Text Here Text HereText Here Text HereText Here Text HereText Here Text HereText Here Text HereText Here Text HereText Here Text HereText Here Text HereText Here 17 Continuously evaluate and monitor succession planning process with the help of table mentioned.
- 18. Succession Planning Backup Summary- Simple Format Key Position Title Incumbent Name Position Vulnerability Succession Candidate Names Open in < 1 yr Open in 1–3 yrs Open in 3 + yrs Ready in < 1 yr Ready in 1–3 yrs Ready in 3 + yrs Head of Marketing Text Here Text Here Text Here Text Here Text Here Text Here Text Here Head of Sales Text Here Text Here Text Here Text Here Text Here Text Here Text Here Head of R&d Text Here Text Here Text Here Text Here Text Here Text Here Text Here Position 4 Text Here Text Here Text Here Text Here Text Here Text Here Text Here Position 5 Text Here Text Here Text Here Text Here Text Here Text Here Text Here 18 This table covers key positions for succession along with name of candidates and their relevant positions.
- 19. Succession Planning Backup Summary- Detailed Format 19 Name: Title: 2. Special Assignment Assignments to be Given this year Overall Performance Summary Indicate recent performance details 3. Training: (What Specific Training or Seminars are Training recommended for development Development Needs: 1. On the Job : Action plan for employee this year Recommended Next Position: Highlight the details of next assignment Key Strengths: Indicate key technical competencies Development Needs: Indicate the requirements for the next level Potential for Promotion Indicate the employee readiness level Ready Now for the Next Level. Ready in the Next 24 Months. Ready in 2 to 3 Years. List down the employee strengths and training and development needs for future job positions.
- 20. 20 CoffeeBreak Time for Relax This is a representative image, and should be replaced by your own image. Just right click and replace image.
- 21. 21 OurMission Our Vision This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Our Goal This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Our Mission This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 22. Our Best Team 22 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Name Here Designation This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Name Here Designation This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Name Here Designation
- 23. 23 AboutUs Target Audiences This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Values Client This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Professional This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 24. Comparison 75.534 User This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 01 63.321 User This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 02 24
- 25. Our Goal This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Target 04 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Target 01 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Target 02 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Target 03 25
- 26. Financial This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Minimum 50% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Medium 60% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Maximum 75% 26
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- 30. 30 ThankYou Address: # street number, city, state Contact Numbers: 0123456789 Email Address: emailaddress123@gmail.com