Successment Management for Non-Profits

Succession Management for

Nonprofit LeadershipOct. 9, 2013

Irene Cruz, Client Success ManagerCornerstone OnDemand

CSOD Foundation: Our Mission

The Cornerstone OnDemand Foundation transforms the way

people help people. Through the contribution of our technology

and talent management expertise, we strengthen nonprofit

organizations around the world by helping them develop, engage,

and empower their employees and the people they serve.

HR Pro Bono Corps

The HR Pro Bono Corps brings much-needed human capital management expertise to the

nonprofit sector at no cost.

The HR Pro Bono Corps focuses its support in three areas:• Performance Management• Learning Management • Succession Management 

About the Presenter

• Client Success Manager at Cornerstone OnDemand

• L&D Practitioner ; had assisted organizations across

various verticals implement their Talent

Management Systems

• Located in Simi Valley, CA

Irene Cruz

This Presentation

This 2-Part Presentation addresses the following Key Objectives: Define Succession Management Succession Management Process Succession Management Tools and Metrics Measuring for Success Succession Management Best Practices

…to successfully identify and develop today’s talent, to be tomorrow’s leaders

Recap of our First Session

Part 1 Objectives:• What is Succession Management?• Why is Succession Important?• The Succession Management Maturity Model• Governance

Today’s Session

Part 2 Objectives:• Succession Management Process• Succession Management Tools & Metrics• Best Practices• Measuring for Success

Succession Management Process

- Leadership’s engagement & commitment- Board influence- Executives identify & grow talent- HR involvement- Employee’s drive

- Can be done by grade/position- Includes most important positions to organization- Need job profiles, career paths and competencies to identify critical pos. - Determine the gaps- Prof. & Mgnt. roles

- Shows high performance- Key contributor - Capable of lateral moves- Qualified for a broader role in same profession- Can move upward

Identifying High Potentials

Types of Criteria for HiPo’s include:• Performance evaluations• Willingness to take on

more responsibility• Work experience• Competency assessments• Personal career

aspirations

Note: Past performance does not always predict potential.

Succession Management Process

- Leadership’s engagement & commitment- Board influence- Executives identify & grow talent- HR involvement- Employee’s drive

- Can be done by grade/position- Includes most important positions to organization- Need job profiles, career paths and competencies to identify critical pos. - Determine the gaps- Prof. & Mgnt. roles

- Shows high performance- Key contributor - Capable of lateral moves- Qualified for a broader role in same profession- Can move upward

Talent Calibrations- driven by HR- detailed and future focused- comparison to others in peer groupPerformance Calibrations- Assess & rank past performance

Benefits of Talent Calibration• Create a cultural norm and raises the bar on managers ability to articulate

specific performance• Managers come prepared to defend their ratings and assessments• Managers acquire a different view of the workforce and the health of talent• Transparency to outside talent so when they have a vacancy they can recruit

from other parts of the organization• Learn one of their direct reports is being groomed

for another position and needs development in a different skill set

• Increase pipelines – list of potential successors grow

• Performance standards – managers can assess their own performers against those in other departments

Succession Management Process

- Leadership’s engagement & commitment- Board influence- Executives identify & grow talent- HR involvement- Employee’s drive

- Can be done by grade/position- Includes most important positions to organization- Need job profiles, career paths and competencies to identify critical pos. - Determine the gaps- Prof. & Mgnt. roles

- Shows high performance- Key contributor - Capable of lateral moves- Qualified for a broader role in same profession- Can move upward

Talent Calibrations - driven by HR- detailed and future focused- comparison to others in peer groupPerformance Calibrations- Assess & rank past performance

- Discussions on talent information- Combine Talent Calibrations with Reviews- Conducted by HR & business leaders- Business strategy alignment

Succession Plans- Readiness assessmentDevelopment Plans- Follow throughOrganizational Plans- Rewritten for open or newly created positions

Succession Management Tools

• Organization Charts• Assessments

• Behavioral/Competency• 360• Job Fit• Team Fit• Skill Gap• Potential• Leadership• Personality

• Nine-box Grid

Succession Management Metrics• Resume/Career Data/Job History/Work Experience/ Educational & Training Experiences• Assessments• Willingness to Relocate• Willingness to move up/Take on more responsibility• Personal Career Aspirations• Commitment to the Organization• Relationships with other Employees• Integrity• Performance Evaluations• Potential• Risk of Flight• Risk of Loss• Impact of Loss• Key strengths/accomplishments• Key development needs for Successor Role• Readiness for Successor Role

Measuring for Success

38% of Companies measure the Effectiveness of their SM Programs. What are they measuring?

Succession Management Best Practices• Process driven Succession Management• Have a transparent process• Align capabilities to the business strategy• Ensure executive commitment and engagement• Implement at all levels• Create a culture of sharing knowledge and talent• Integrate with Talent Management Strategy and Processes• Measure for Success

Guest Nonprofit Speaker

Getting TractionHow can I get started?

What if I am introducing Succession to my company for the first time?What are those foundational elements of Succession?

How long does it take to build momentum?

• Take the time• Simplicity• Drive Execution through your

Leaders• Differentiate between High

Potential and High Performance

Questions?

http://www.csodfoundation.org foundation@csodfoundation.org

Thank You!