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SUCCESSION PLANNING

Limited Potential Does Not Limit Options - Use the 9 Box to Develop Talent in Succession Planning

Use the 9 Box to Develop Talent in Succession Planning, Part 3: Development Actions for Those with Low Potential In the final installment of Use the 9 Box to Develop Talent I address the specific needs of individuals who demonstrate low potential.
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SUCCESSION PLANNING

Developing Future Promise - Use the 9 Box to Develop Talent in Succession Planning

Use the 9 Box to Develop Talent in Succession Planning, Part 2: Developing those with Future Promise In Part 1 of Use the 9 Box to Develop Talent in Succession Planning: Development at the Top, I outlined a set of recommendations for development individuals who have been identified as having high potential - those individuals who would be placed in the top row of the 9 box grid. In this installment, I will examine those in the center - individuals who have demonstrated some future promise and have been deemed as having a moderate level of potential. Talent development as part of the succession planning process must be individualized to meet the unique needs of each leader.
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SUCCESSION PLANNING

Assessing Performance for Succession Planning Made Easy

Ban the Binder Series Part 3:
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SUCCESSION PLANNING

Development at the Top - Use the 9 Box to Develop Talent in Succession Planning

Use the 9 Box to Develop Talent in Succession Planning, Part 1: Development at the Top My colleagues and I have written about the usefulness of the 9 box grid in the succession planning process. The structure and visual appeal of the 3 x 3 grid can help leaders evaluate talent in the Talent Assessment process, as well as guide Talent Review discussions. The usefulness of the 9 box grid extends beyond these first two phases of the succession planning process, providing guidance and direction to Talent Planning and on-going Talent Development.
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SUCCESSION PLANNING

How to Use the 9 Box to Improve the Succession Planning Process

As succession planning processes become more common in organizations today, HR teams are using a popular method for identifying and classifying talent: The 9 box chart. The 9 box chart is a matrix that contains employees categorized by two variables: their performance ranking and their potential for advancement.
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HR SOFTWARE

Succession Planning in the Mad Men Cloud

The 1960's called; they want their Succession Planning binder back. When you think of bringing together all of the succession planning data collected on talent review forms does it make you want to fall from a building on Madison Avenue like Don Draper? Surely, Don would have looked quite favorably on a talent management system that gave him solid ground to promote Pete to Partner, and that would provide an eager Peggy with a specific career road map. Unfortunately, the vintage talent development process mostly consisted of discussions over cigarettes and martinis at the Old Boys' Club. If succession data even existed in hard copy, it certainly was not made readily accessible to leadership in the rigorous, networked, and easily digestible format it is today.
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HR SOFTWARE

Clouding Talent Assessment in the Succession Planning Process

Ban the Binder Series Part 2: Clouding the Talent Assessment in Succession Planning The moment you ditch the binder, you begin helping your organization to realize all of the potential and benefits of a well-built succession planning process. From cultivating talent through mentor driven development programs, to challenging high-potentials with stretch assignments so that they may assume more risk and reap more rewards, to securing resources to build new training models that maximize leadership growth – the perks of a well-planned succession planning process will make you wonder why it has (quite literally) been shelved for so long.
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SUCCESSION PLANNING

Award Season is Like Succession Planning for the Rich and Famous

The Academy Awards are just a few days away and I have to admit that I am excited….primarily because of the fashion. I admit that I have not seen a movie in an actual theatre in at least three years and have only seen one current movie this year (Bridesmaids). Nonetheless, the Oscars mark the end of award season in Hollywood. All of the rich and famous can start eating again. The winners can bask in the glory of their stardom and wait for the scripts and high salaries to roll in.
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HR SOFTWARE

Ban the Binder – Succession Planning Requires Technology

What seems like MANY years ago, while in my first corporate HR job, I was thrilled to be given the opportunity to lead the company’s succession planning process. In years past, succession planning had been a behind-the-scenes, secretive process but senior leaders were open to building a new process focused upon development. Wow – I was excited. What’s more, we created a powerful Microsoft Access tool to store the talent assessment data (albeit, I had to bring in temps to hand enter the assessment data that was collected on expensively printed surveys) and allowed us to search and track leaders across the company. We were at the fore front! I thought that I had at last seen the end of the Succession Planning Binder/s. Oh, how I was wrong.
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SUCCESSION PLANNING

Who Gets the Keys: Should HR or Executives Drive the Succession Planning Process?

My clients have different needs when it comes to succession planning and sometimes these needs impact who manages the succession planning process in their companies. For example, some organizations have specific expansion plans which dictate what type of process, skills sets and leadership will be part of the initiative. Other organizations have diversity initiatives that may require a different process and leaders. Still others have board mandates requiring executive succession plans which often demand a different level of participation from the executive team.
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