planning for the future - growing talent and succession planning
DESCRIPTION
Mike ShellitoTRANSCRIPT
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Growing Talent and Succession Planning
Mike ShellitoShellito Training and Consulting
916-768-9172 [email protected]
You know the drill..1. Please sign in with your Agency Name and the number
of people attending the webinar from your agency today.
2. Type the names of those wanting CEUs for this webinar with CEU after their name. (Jodi Rudick, CEU)
3. Have you downloaded and printed a copy of your handouts?
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Mike Shellito
Retired from City of Roseville, CA
Shellito Consulting and Training
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We hope you did yourPre-Webinar Assignment…
In your FEEDBACK Box, please choose the best response regarding the pre-webinar assignment…
A. All of the people in our group completed the pre-webinar assignment.
B. Most people in our group completed the pre-webinar assignment.
C. Some of the people in our group completed OR REVIEWED the assignment.
D. Sorry, none of the people in our group completed or reviewed the pre-webinar assignment.
3
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Let’s Review Pre-Webinar Assignment Make and Take Question 1
In your chat box – please
list your core competency
Strength:_______Weakness:______
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Let’s Take a Look at Your Handouts
Core Competencies Assessment Make and Take Activity
Fill-in-the-blank format Word version is included in your emails from
CPRS and iLinc
Any Questions Regarding Your Handouts? 5
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Today’s Discussion Points
1. Defining Succession Planning2. Growing Talent3. Self Assessment Exercise
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Heads Up! - Two Minutes to Discuss and Type Make and Take Question 2 and 3
What staffing changes have happened that have challenged you and your agency?
What’s about to happen that will dramatically alter your future?
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What’s About to Happen in the Public Sector Workforce? Make and Take Question 2
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The Boomer Retirement Drain
Workers 35-44 years entering executive ranks will decline by 14% in the next fifteen years.
What is the percentage of department heads and senior managers in local government are projected to retire in next 5 years?
a. 20%b. 40%c. 60%d. 80%
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Your Agency’s Retirement DrainMake and Take Question 4
How many of your agency’s supervisory and
management employees are near or over the age of 55 and are likely to retire in the next five years?
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Shrinking Talent Pool
80 million public sector workers age 50+
50 million public sector workers age 30-49
Replacement Gap = 30 million workers
0
10
20
30
40
50
60
70
80
Public SectorWorkers
50+30-49
Source: Center for Organizational ResearchFull Study Available at http://s3.amazonaws.com/zanran_storage/www.cps.ca.gov/ContentPages/770392306.pdf#page=36
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Age Distribution of Government and
Private Sector Workers – 2001
0
5
10
15
20
25
30
<25 25-34 35-44 45-54 55-64 65+
Gov.Private
Source: Center for Organizational ResearchFull Study Available at http://s3.amazonaws.com/zanran_storage/www.cps.ca.gov/ContentPages/770392306.pdf#page=36
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Stakes are High
Demand for talent is growing
Supply is shrinking Knowledge and skill
requirements are increasing
Resources are limited
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Competitive Job Market
Outside recruitments severely limited due to smaller talent pool
Only agencies with great reputations & competitive salaries will draw talented outside applicants
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Better talent will separate successful organizations from the rest
*Values Shift by John Izzo (2002)
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What work environment attracts & retains talented employees?
Interesting & exciting work Growth and learning
opportunities Sense of team Great reputation Good pay, rewards and
recognition
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Career Phases
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Defining Succession Planning
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Succession planning is the…
process of finding and developing a pool of leaders who can meet the current and future needs of the organization
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Succession Planning is…
Moving the right people with the right skills into the right jobs at the right time
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Growing Talent requires Identifying“High Potential Staff”
Great attitudes Good aptitude Passion for learning Flexibility & Adaptability Leadership
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Succession planning is….
Growing talent through experiential learning combined with timely and candid coaching
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Succession Planning is…
Identifying and developing core competencies Mission critical Individual Future focused
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Are you ready? Make and Take Question 5
When it comes to succession planning...
a. Our organization has a formal succession plan.b. I think our organization has a plan but I’m not
sure.c. We’ve talked about the need for a succession
plan but haven’t done much about it.d. This is the first we’ve talked about the need for a
succession plan.24
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Determine Critical Skills for Each Job
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Discuss and Share – 2 Minutes
What is the trickiest and most difficult part of your job that is critical to your success?
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What to Learn
Technical Skills
People SkillsCritical ThinkingSkills
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Management Soup Theory
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What’s Needed When?
Technical Technical SkillsSkills
People SkillsPeople Skills
Critical Critical Thinking Thinking
SkillsSkills
Entry Level
Mid Mgt.
Level
Executive Level
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Technical Skills – General Customer Service Interpersonal skills Research Organizational skills Technological literacy Oral Communication Writing Problem solving
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Technical Skills – Job Specific Planning a program Leading an activity Organizing an event Training & supervising staff Emergency procedures Advertising & promotion Open & closing a facility Registration & Phone
What other technical skills are required for you to perform your job?
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Developing Technical Skills
Training w/ feedback Deliberate practice Progressive difficulty Situational adaptation
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People Skills
Leadership Listening Communication Facilitation Conflict Resolution Customer Service Team Building Training
www.peopleskillshandbook.com
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Developing People Skills Timely Coaching Mentoring Place employees in a
variety of roles Act as a trainer and
teacher
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Critical Thinking Skills Knowledge Comprehension Application Analysis Synthesis Evaluation Creativity Visioning Problem Solving Strategic Planning Managing Change Political Savvy
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Developing Critical Thinking Skills
Executive Education Experiential Learning Involvement in
substantive matters: Park & facility planning Budget Personnel Negotiations
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Developing Critical Thinking Skills
After Action Debriefs Case studies that
focus on: Complex problem solving Creativity Politics Personnel problems Budget challenges Politics
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Self AssessmentManagement Core Competencies
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Key Executive Level Competencies
Results Driven Business Acumen
Leading People
Leading Change Continuous Improvement
Building
Coalitions
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Competency Definitions
Business Acumen
Building Coalitions &
Communications
Continuous Improvement
Leading Change
Leading People
Results Driven
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Business Acumen Make and Take Question 7a
Rate Yourself: 1-5
Financial Management
Human Resources Management
Technology Management
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Building Coalitions, Relationships & Communications Make and Take Question 7b
Rate Yourself: 1-5
Building Relationships
Citizen Participation
Influencing/Negotiating
Interpersonal Communication
Partnering
Political Savvy
Oral Communication
Written Communication
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Continuous Improvement Question 7c
Rate Yourself: 1-5
Vision
Creativity and Innovation
External Awareness and
Differentiation
Continual Learning
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Leading Change Make and Take Question 7d
Rate Yourself: 1-5
Change Agent
Flexibility
Resilience
Strategic Thinking
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Leading People Make and Take Question 7e Rate Yourself: 1-5
Integrity, Honesty & Ethics
Coaching & Mentoring
Conflict Management
Empowerment
Team Building
Leveraging Diversity
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Results Driven Make and Take Question 7f
Rate Yourself: 1-5
Decision Making
Accountability
Customer Service
Decisiveness
Entrepreneurship
Problem Solving
Technical Credibility
Quality Assurance
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Balanced Wheel of Competencies
Results Driven Business Acumen
Leading People
Leading Change Continuous Improvement
Building
Coalitions
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Self Identification of Growth Area Make and Take Question 8
What’s the one thing you need to learn in the next year that will take you to the next level?
Type the answer in the text box in 3 words or less.
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Self Identification of Growth Area Make and Take Question 9
What would your
staffstaff say you need to do more of?
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Everyone’s a Coach, Everyone’s a Student
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Everyone’s a Mentor & Everyone’s a Protégé
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Every Day is a Training Day
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Make and Take Question 10 Commitments to Growing Your Talent
Identify and share two things to do in the next six weeks to become more competent and confident in your job, now and for the future.
I will……..
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Got Questions?Please type in the chat
box…
Or press *7 on your phone to unmute and
talk to Mike.55
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Feedback please…
What did you get out of this webinar?
What will you do as a
result of attending?
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Mike Shellito, Shellito Training and Consulting916-768-9172 [email protected]
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Next Month’s Webinar… Back by popular demand
57
Make and Take – Which Came First?Leader or Manager
Marie Knight [email protected] This is a must-attend for everyone
on your team. Current and future leaders no matter their experience will benefit from Marie’s candid look at leadership in the 21st Century.