Succession Planning | Upcoming DISC Training | Developing Millennials

Website       Speaking        Assessments       Free Resources       Store      Contact  Gregory P. Smith Lead Navigator & President Hi motobltr    I hope you had an excellent July 4th!   We have a few important training opportunities coming up soon. Make sure you check out our Master DISC Certification program on July 29-30 here in Durham.  There are a few seats left. Also, we are in the final planning stages of planning an Employee Retention webinar.  If you don't mind, give me an idea if this is something you or your company is interested in.  One question survey Sincerely,  Greg Smith President & Lead Navigator Chart Your Course International Inc. Email Us Here are a couple of photos from one of our team building sessions. As you can see we like to keep our team members participating and having fun...as well as learning new content. Building the Tallest Tower Teams compete to build the tallest tower without talking to each other. Succession Planning: Passing The Torch And Avoid The Talent Crisis Many of our clients are facing a serious talent crisis. One of our clients could lose all their senior leaders in the next five years. What happens when your senior leaders retire and there is no one qualified to run the organization? A recent global SHRM survey on succession planning showed only 50% of organizations have adequate bench strength to assume critical leadership roles. For family owned businesses succession is the most critical and difficult issue they face. The consequences are far more serious. The complicated family member dynamics and the emotional relationships family members feel make this task similar to walking into a minefield. Succession planning is needed to keep an organization strong and prepared for the future. A successful succession planning strategy identifies which of today's employees will become tomorrow's leaders within the organization. Succession planning is needed because people retire, move on to other places of employment, terminated or pass away. Successful succession planning strategies identify talented employees suited to fill positions of managers and other organization leaders. Strategies include educating and preparing employees for future promotions. This makes the transition of one manager leaving and a new one filling their place a smooth one. Why Succession Planning is needed Full-time employee shifts to part-time Volunteers leave organization Termination Retirement Serious illness Death Succession Planning Process Step 1: Setting Purpose and Goals The owner or top leader of organization sets the purpose and goals for succession planning. Why is the strategy being put into place and how? Step 2: Putting Together an Oversight Committee The committee is in charge of defining the purpose and goals of the succession strategy. They are also in charge of overseeing the strategy and working out any issues that occur during the process. The committee follows the outline set by the owner or top leader of the organization. Step 3: Defining Succession Policy The oversight committee then creates the succession policy. The committee should reference employee assessments, security, development, communications, and succession nominations and create the policy around these issues. Step 4: Defining Succession Guidelines Succession guidelines include which managerial positions will need to be filled in the future, the type of employees that should be nominated for succession and why (what skills/qualifications do they need), and how employees will be rated. Ratings include the potential an employee has for being nominated. Step 5: Defining the Assessment and Conducting It We use a 23 factor assessment that measures each individual's strengths, motivations and behaviors. The assessment determines which employees are nominated and how they rate against one another. It also involves deciding which positions the nominees will fill. Current managers should be consulted during the assessment process as well as employee reviews. Continued on website Please contact us if we can assist you in your succession planning efforts. Visit this page for more information and download a case study. http://www.chartcourse.com/consulting  ~ Written by Gary Sorrell, Sorrell Associates, LLC. Copyright protected worldwide. All rights reserved. Developing Millennial Leaders Many companies have placed their focus on leadership, but at the same time, a lack of leadership continues to be a major challenge. If businesses are focusing on this issue, what is the problem? Short Sighted When it Comes to Building Leadership One of the biggest problems that we see with training leaders, is the lack of long term commitment. A business wants to send their leaders to a few training events and hope for the best. Instead of developing a long term, continual plan, they invest a short period of time and hope for the best. In the Harford's 2014 Millennial Leadership Survey, Millennials said employers can most demonstrate their investment in them as a future leader by offering training and development (50%), a clear career path (35%), and ongoing coaching and feedback (34%). It is important to make developing leaders a long term process. Consistency is key when it comes to training people in your organization. Companies Hone in on Few Versus Many It is the natural tendency of companies to hone in on their top performers for leadership training. The problem with this approach, is that the team is weakened by lack of leadership exhibited across the board. Instead of investing in just a handful, the leadership training should be expanded to include more staff. Developing the character traits of a leader are valuable for all of your team members. Programs Are Overall Weak While many businesses say they have an emphasis on developing leadership, their strategies are overall weak. One of the largest problems is not holding their top level leadership responsible for identifying potential candidates to replace their position as they move up. In addition to lack of accountability with top level leaders, the programs are not developed. There is little to no consistency with training and expectations. Re-Think Your Strategy It is time to get serious about investing in our leaders. The strategy you've been using may not be what you need to stick with for the long-term. Using different resources and materials may be exactly what you need to reach your leadership goals. Also, it is important to understand your own business and the needs of your company before developing your strategy. It will take a collaborative effort from your team and your HR department to get your leadership development program in place. It is vital that your HR department work to build an initiative that will develop leaders throughout the company. These efforts take time, energy and resources. However, it is worth it to the success of your business to have people in place that have these skills. Leadership is a learnable skill and if we want the next generation to be great leaders, we have to teach them how to be great leaders.t If you have any questions about this article, or how we can help you develop leaders in your organization, contact us today!   ~ Written by Gary Sorrell, Sorrell Associates, LLC. Copyright protected worldwide. All rights reserved. DISC TRAINING OPPORTUNITIES Live Online Webinar Choose which month you would like to attend Upcoming Class Dates:   August 3, 10, 12, 17  September 2, 8, 10, 14   3:00-4:30 ET More Info Master DISC Training Program (2 Days) Upcoming Class Dates   July 29-30 (Raleigh-Durham) August 11-12 (Atlanta) September 15-16 (Raleigh-Durham)   DISC Self-Study Training Program More info    Call or email us for more information. 800-821-2487 or 770-860-9464 Improve Your Understanding of Human Behavior - Build Stronger and Lasting Relationships This online DISC assessment measures 15 behavioral factors that demonstrate HOW people communicate verbally and in their actions, both on and off the job. By understanding how someone interacts with others, you will be able to create better team dynamics, train managers to be more effective, and match people to appropriate positions within the organization. Takes approximately 10 minutes to answer the questions.  Cost: $35 More information VISIT OUR WEBSITE SUBSCRIBE TO LIST FORWARD EMAIL Copyright © 2015. All Rights Reserved.

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