talent 2020 webinar will your high potentials stick around

Copyright © 2015 Talent Plus® | Lincoln, Nebraska

Talent 2020 Webinar Series“Will Your High Potentials Stick Around?

A Succession Planning Roadmap You Can Use” November 17, 2015


Welcome! Thank you for joining us for our webinar:

“Will Your High Potentials Stick Around? A Succession Planning Roadmap You Can Use”

We will begin at 12:00 PM CST

While you wait…check out our newest program, Leadership Plus, a year‐long, dynamic development experience for directors and senior leaders

http://forms.talentplus.com/leadershipplus


Private and Confidential

All materials constituting this presentation (the “Materials”) are confidential and proprietary property solely owned and copyrighted by Talent Plus ®, Inc. (“Talent Plus”). The Materials are intended for use only by the individual or entity that receives the Materials directly from Talent Plus (the “Recipient”) and such individuals associated with the Recipient on a “need to know” basis. The Materials shall not be copied, modified or otherwise reproduced by Recipient without the express written permission of Talent Plus.


Meet Our Presenters

Libby Farmen, M.S.Chief Consulting Officer

Dr. Brett Wells, Ph.D.Chief Research Officer

Kim ShirkWriter / Senior

Branding Member


Talent 2020 Webinar Series“Will Your High Potentials Stick Around? A Succession Planning Roadmap You Can Use”


Registration Question

12%

45%

43%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%

I don't know

No

Yes

“Does your organization currently have atalent‐based succession plan in place?”

Percent Responded


Succession Program Quality

Source: Deloitte 2015 Global Human Capital Trends


Challenges of Succession Planning

31% of hiring managers over‐rely on their own judgement when hiring

40% of new hires are entertaining other employment options

18% of HR professionals rate bench strength as high

33%of leadership hires are hiring failures

Image source: http://shug‐stepsoffaith.blogspot.com/2011/07/warningchallenges‐ahead.html


Gone Tomorrow


Developing High Potentials

Photo: MoneySupermarket.comSource: http://orgsynergy.com/services/


Photo: MoneySupermarket.com

Live Poll

Why do people in your organization get promoted?


Potential

Photo: MoneySupermarket.com Source: http://networkingtimes.com/blog/index.php/2015/07/12/the‐seed‐of‐potential/


Assessing & Identifying Potential


+ Psychometrically validated tools+ Reliable + Valid+ Fair

+ Tools to help you evaluate+ U.S. Department of Labor,

Employment and Training Administration (2000). Testing and assessment: An employer’s guide to good practices. Retrieved from http://www.onetcenter.org/guides.html#empTestAsse


Assessing & Identifying Potential


+ Tools to help you evaluate (cont.)+ American Educational Research

Association, American Psychological Association, and National Council for Measurement in Education. (2014). Standards for educational and psychological testing. Washington, DC: American Educational Research Association.

+ Society for Industrial and Organizational Psychology (2003). Principles for the validation and use of personnel selection procedures (4th ed.). Bowling Green, OH: Author.

+ Uniform Guidelines on Employee Selection Procedures, 28 C.F.R. § 5.14 (1978).


Cost of Turnover

90

80

70

5550

Success Rate for External Hires

Success Rate for Internal Promotions

1015


The Case for Internal Development

+ Hits: Promoting from within is successful 40‐45% more often

+ Misses: Promoting from within results in 40‐55% fewer hiring mistakes

+ How much does a mistake cost? Do the math!

Source: Global Leadership Forecast 2014/2015

55 50

10

20

30

40

50

60

70

80

90

Top 20

Med

ian

Global M

edian

Internal Promotion Success RateExternal Hire Success Rate


Housekeeper to CFO


What’s So Cool About Aptitude Testing?



Assess Your Talent


4‐D Model



The Annual Performance Review



Brands Who’s Axed Performance Reviews



Career Investment Discussions

1. Do you have particular talents, skills and/or knowledge skills you would like to see positioned and effectively utilized?

2. As you see your role, what are the key ways I can support your success and maximize your impact?

3. What % of the time are you doing things at work that you enjoy?Photo: MoneySupermarket.com


Observational Screener (Performance)

1. Are they actively involved and committed to continuous improvement projects?

2. Are they willing to work above and beyond to get the job done? More hours?

3. Can they motivate others to follow their direction and leadership?



Who Are Your Culture Drivers?


Observational Screener (Engagement)

1. Do they talk about the company’s mission and why we do business?

2. Do they put in the hours required to get the job done?3. Are they positive when others with whom they work are

negative?


Roadmap

Assess your talent

population

Plot the data

Identify your HiPos

Create development pathways

Keep it a priority and track success


In Review

+ Base it on science+ Track and measure+ Focus on the individual, team and organizational levels


Questions to Consider

1. How strong is your Talent Bench? 2. Are you developing leaders who don’t manage people? 3. Do you create opportunities for peer mentoring, etc.?4. Is your succession plan sustainable/successful?5. Are you identifying and developing HiPos?


Thank You for Joining!

+ Connect with us online.+ www.talentplus.com+ LinkedIn, Facebook,

Twitter, YouTube

+ Have questions? Call us.+ 1.800.VARSITY+ Email your Talent Plus

contact or [email protected]


SAVE THE DATE

Leadership Toolbox – Feb. 17th www.talentplus.com/leadershiptoolbox

Leadership Plus Series – March 2016 www.talentplus.com/leadershipplus


Companies are Known by the People They Keep ®

talent 2020 webinar will your high potentials stick around

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