1. Succession and talent management
Chapter 10
Succession and talent management

2. Learning objectives After reading this chapter you will be able to:
discuss the concept of succession management
identify key principles for effectiveness in succession and talent management
outline the six steps in a succession and talent management process
identify challenges in implementing succession and talent management
consider how succession and talent management can contribute to strategic human resource management in a sport organisation

3. What is succession management?
Succession management is a comprehensive set of assessment and development processes that support the attraction, development, reward and retention of talented individuals, from entry level positions through to senior management.

4. Succession management
incorporates a broad range of standardised performance evaluation methods and gathers information on employee and volunteer performance from multiple perspectives.
is designed to supplement subjective manager judgements of potential with independent objective assessment data related to key succession criteria

5. Succession management can include:
senior leadership roles
critical roles within the sport organization
professional or specialist roles
entire cohorts of staff or volunteers

6. Strategies for effective succession management
Obtain support from the CEO and senior Management
Gain line management and staff support
Keep it simple and tailored to unique organizational needs
Make sure it is flexible and linked with the strategic business plan
Link it to the human resources review process
Use well-developed competencies and objective reviews of candidates
incorporate employee input
Make a part of the broader management development effort
Include plans for development job assignments
Integrated with other human resource systems
Emphasize accountability and follow-up.
(Eastman, 1995)

7. 6 steps in succession management
designing the process
ensuring strategic integration
assessing the current situation
identifying and assessing talented individuals
implementation: planning and undertaking development
evaluation

8. 1. Design the process define a business case for succession management
ensure transparency and confidentiality
build in staff feedback systems
develop a communication strategy

9. 2. Ensure strategic integration
identify roles/jobs critical to organisation's success
identify distinctive leadership capabilities
align with training and development and performance management systems

10. 3. Assess the current situation
conduct a risk assessment of potential departures from existing critical roles
determine the extent of any pending position shortage by projecting requirements, internal mobility and attrition over the next 3-5 years
Use relevant succession and talent management strategies to fill the gaps identified between current capability for key roles and future requirements

11. 4. Identify and assess potential
Outline the capabilities required for effectiveness in critical roles
map essential skills and competencies identified using consistent & objective criteria
also use criteria to identify high-performance and high-potential candidates with advancement potential

12. Accurate identification & assessment
Use existing performance management data such as:
biographical data
current performance
observed behaviour
360° feedback and formal appraisal outcomes
interviews to determine career preferences
behavioural interviews
feedback from a range of senior managers performance
external assessments such as assessment centres

13. 5. Implementation
outline the types of roles or experiences which may be offered as accelerated development opportunities
develop each individual’s required capabilities through a program of learning experiences
development opportunities include: targeted job assignments, managing a project, a formal training program, access to a mentor etc

14. 6. Evaluation establish clear timeframes
for the organisation, evaluation could be in terms of whether organisational risk has been reduced or minimised.
for the individual, evaluation includes self-assessment about the degree of capability development and demonstrated changes in performance and behaviour in the workplace.

15. 6 succession derailers Inaccurate information and limited choices
A focus on only one person for each specific role
Poor experiential development
Misunderstanding what is needed for future success
Failure to execute and follow through
Lack of accountability

16. 6 trends in succession and talent management programs
Expand succession management to lower levels of the organization.
Do a complete success profile for assessing readiness
Assess the whole person for development purposes
Select/deploy talent by leveraging an aging workforce
Accelerate development through applied learning and mentoring networks
Focus/drive performance through measurement

17. Summary
Succession and talent management provides a process by which high potential and valuable staff are recruited, developed, rewarded and retained by the sport organization
There are six key steps to a succession management program: designing the process; ensuring strategic integration; assessing the current situation; identifying and assessing talented individuals; implementation; planning and undertaking development; and evaluation.