Talent Management and Succession Planning Models

Advanced Leadership Development

Integrating ProfileXT® & CheckPoint™ Data into Succession Planning & Talent

Management

Courtesy of Assessment [email protected]

877-855-1179 or 760-434-9877

It’s all about the pipeline!

[email protected] (760) 434-9877

Career Band Job Type

E0 Reported Officer Group: Global Top Corporate Executives

E1 Group Chief Executives

E2 Senior Executives (Group EVP, Corporate SVP)

E3 Executives (Group SVP, Corporate VP)

M1 Senior Management

M2 Senior Professionals and Management Jobs

M3 Intermediate Professional and Management Jobs

S1 Professional and Supervisor Jobs

S2 Senior Service, Administrative, Technical and Production Jobs

S3 Entry Service, Administrative, Technical and Production Jobs


Bench strength mapping


Development Grid

LOW POTENTIAL HIGH

“C” Players Provide Feedback to ParticipantsEncourage self directed growth & development Provide coach to help achieve better results Identify smaller role in assignments or special projects at current level. Provide opportunities for development or training

Cell 3 “A” Player Actively Develop For Next Level Of LeadershipIdentify active role (but not leader) within key assignments. Stretch at a different pace than participants in cell #’s 1 & 2. Engage participants to function at greater level of scope (than current position). Provide coach to help achieve better results For example: Serve as a subcommittee chair on a multi-functional team

Cell 1 “A” Player Actively Develop For Next Leadership LevelIdentify lead roles within key assignments (typically there are only a select few of these) to engage participants in functioning at greater level of scope (i.e., magnitude, time & complexity) than current position. For example: job rotations, action learning, task force leader, committee chair

Cell 2 “A” Player Actively Develop For Next Leadership LevelIdentify active role (but not leader) within key assignments. Stretch at a different pace than participants in cell #1. Engage participants to function at greater level of scope (than current position). Provide coach to help achieve results and mentor to improve proficiency levels of competencies

“B” Players Provide Feedback to Participants Encourage self directed growth & development. Identify a coach to help achieve results & mentor to improve proficiency levels of competencies. Identify assignments, special projects with broader/bigger role than current level. Provide other development opportunities Keep Motivated

“C” Players Provide Feedback to Participants Encourage self directed growth & development • Coach to help achieve better results • Identify smaller role in assignments or special projects at current level. Encourage participant to find a mentor to improve proficiency levels of competencies

“C” Players Provide Feedback to Participants Encourage self directed growth & development. Mentor & train to improve proficiency levels of competencies. Provide additional learning/ development opportunities at current level (e.g., seminars, workshops). Provide opportunities for involvement in special projects

“B” Players Provide Feedback to ParticipantsEncourage self directed growth & development Mentor & train to improve proficiency levels of competencies. Provide additional learning/ development opportunities at current level (e.g., seminars, workshops) Provide opportunities for involvement in special projects Keep Motivated

“B” Players Provide Feedback to Participants Encourage self directed growth & development • Mentor & train to improve proficiency levels of competencies. Provide additional learning/ development opportunities at current level (e.g., seminars, workshops) Provide opportunities for involvement in special projects Keep Motivated

HIGH

PERFORMANCE

LOW


Bench strength mappingC

Upward growth

Reappoint / remove

Lateral growth / mastery


Development Grid

Low RESULTS High

“C” Players Loose Canon

Provide Feedback to Participants

CELL 3

“A” Player Star Potential

Actively Develop For Next Level of Leadership

CELL 1

“A” Player Star/Hi-Potential


CELL 2

“A” Player Solid Citizen


“B” Players Average Performer

Provide Feedback to ParticipantsKEEP MOTIVATED

“C” Players Problem Child


“C” Players Poor Performer


“B” Players Slow poke

Provide Feedback to ParticipantsKEEP MOTIVATED

“B” Players Cash Cow

Provide Feedback to Participants KEEP MOTIVATED

HIGH

POTENTIAL

LOW


Your Candidate Assessment ReportHIGH

PERFORMANCE

LOW

Low POTENTIAL High


Business Strategy

Integrated Talent Management Processes and Tools

Competencies/Success Profile

Individual Assessment(CheckPoint 360°™ Feedback)Performance Assessment

Development PlanningIndividual Development Plan

Correct or manage releaseMaximise productivity and upgrade skills or move

Retain, appreciate and utilise as coaches

Develop skills or identify mismatch for release

Stretch and test e.g. projects/ new assignments

Ready now for bigger job

Ready later – coach and develop, need intensive support (limited no to be placed here)

Ready now for additional responsibility e.g. short-term assignment

Ready now for new level job

Not yet fullFullExceptional

PERFORMANCE (Track record and behaviours)

Correct or manage releaseMaximise productivity and upgrade skills or move

Retain, appreciate and utilise as coaches

Develop skills or identify mismatch for release

Stretch and test e.g. projects/ new assignments

Ready now for bigger job

Ready later – coach and develop, need intensive support (limited no to be placed here)

Ready now for additional responsibility e.g. short-term assignment

Ready now for new level job

Not yet fullFullExceptional

PERFORMANCE (Track record and behaviours)

Underperformers, rigorous performance management required

Future Leaders (succession pool)are likely to be found in these boxes, focus on development

Key Contributors, focus on performance to ensure continued value is added

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Talent Reviews

Integrated ProfileXT, CheckPoint, Into Talent Management Processes

XT XT






Measure, Monitor, Close Pipeline Gaps

1. Churn Analysis

2. Readiness Analysis

3. Performance and Potential Matrix


Learn from the best!
