1. PLANNING FOR FUTURE LEADERS

2. PLANNING FOR FUTURE LEADERS
Why?
How to identify future leaders
How to develop future leaders

3. Think about the journey you travelled to get to the leadership role you hold today.
How did you get there?
How confident do you feel about the current capacity of one of your peers or subordinates undertaking your role?
What would need to happen to change this?

4. Common Themes from our Interviews with Current Leaders
Mentors
Provided with opportunities
Cross functional experience
Outside comfort zone
Provide challenging work
Variety
Right place at the right time

5. You do not have to have a crystal ball to plan for the future!!!

6. WHAT ARE THE 3 OPTIONS?

7. Do nothing
Recruit externally
Grow your own leaders

8. We have the right people
ASSUMPTIONS
We have the right people
Recruitment process to attract the right people
We have clear and defined values

9. Feedback from staff and common themes – HR Staff Survey
WHY???
Feedback from staff and common themes – HR Staff Survey

12. Estimated costs associated with recruiting to a senior/ executive position recently undertaken at RMIT
$119,000

13. Toyota Case Study cont… 3 components to the Performance Process at Toyota
Balanced scorecard
Appraisal
3. Career progression

14. Three track leadership (TTL) model- Kur and Bunning
Senior Group
Succession Management
Project Group
T1 Business Development
TIME
T Leadership Skills Track
T3 Personal Development Track

15. Future Leaders learn their business, learn to lead and grow personally

16. What if I get hit by a bus….

17. Activity:
Consider the leadership competencies required within your own organization.   
List these on the paper provided. What could you do within your organisation to develop potential leaders?

18. Where to from here……………..