Jul 15

What’s Your Formula for Succession Planning?

What’s Your Formula for Succession Planning?

Succession planning is more of a process than an event.  Invest in the process and the event becomes a time to celebrate the return on your investment.

Succession planning can be forced upon a company unexpectedly.  Then leaders scramble…looking internally and externally for the best candidate available…as soon as possible! Rarely is it a good choice for the long term.  The leadership challenge is to strategically plan for the succession of a key employee and the position s/he fills.  Time is the critical word in order to anticipate this continuing need with intentionality rather than urgency.

A Seven Step Sequence

  1. Time to Revisit – Start by revisiting each of the steps in effective planning.  Review strategybefore considering structureand finally end with decisions about staffing.  This sequence is often done in reverse which is rarely effective.  Strategy answers the questions:  “where are we today…where do we want to go…and how will we get there?”  Structure allows a review of the most effective configuration to align all resources in order to achieve the strategy.
    Staffing is the final piece of the puzzle identifying “who” is needed in light of the updated strategy and structure.

Strategy + Structure + Staffing = Effective Succession Planning

  1. Identify Candidates – TheNine Box Grid allows teams to review internal candidates as part of a succession planning process. Leaders identify a small pool of candidates internally and/or come to the conclusion that they may also need to look outside the company.  An internal and accelerated leadership development process provides a pipeline of candidates among current employees in light of anticipated succession planning needs.

Performance + Potential + Personal Drive = High Potentials

  1. Assess Competencies – 360 Assessment tools provide an opportunity to frame an objective picture of each candidate in terms of strengths, interpersonal skills, capacity for critical thinking, and specific work competencies needed for the position being filled.

Candidates + Assessment = Objectivity in Evaluation

  1. Leadership Development Plans – Planning well in advance for a future succession allows the time to work with a pool of potential internal candidates.  Assessing competency gaps and designingLeadership Development Plans to address each of those gaps provides  internal candidates an opportunity to maximize their leadership and work capacity in light of what will be needed in a potential new role.

Time + Learning Plan = Transformational Development

  1. Personal Coaching – Coaching each internal candidate provides the accountability to monitor, measure, and manage their progress toward developmental benchmarks.  Narrowing the pool will ultimately come down to a consideration of the following selection issues:  character, competence, and chemistry.  Be certain the final candidates own the vision, mission, values, and strategy.  Also, be sure they fully support the current leadership providing a preliminary indication of positive chemistry among the team.  It can be expedient to ignore the chemistry of interpersonal relationships.  Chemistry issues can quickly derail consistent focus on vision, mission, and strategy as well as the organization’s values which ultimately affect the culture and daily workplace climate for every employee. In other words, lack of chemistry is costly.

Plan + Coach + Accountability = Candidate Readiness

  1. Selection and Onboarding – Once the final decision is made…go the extra mile to be certain the new hire has the full endorsement and support of your team as well as the resources needed for success.  Clarity regarding his/her responsibilities as well as the extent of his/her authority related to those responsibilities is crucial to sustainable success. Give the time needed to fully understand the broader context of the culture they are now part of.

Right Candidate + Resources = Succession Success

  1. Lifelong Learning – When the final candidate is selected s/he is just beginning the journey of  learning to function at a higher level of leadership complexity.  Provide ongoing professional growth opportunities and regular times to step away to work ontheir new role…not just in their role.  Periodic seasons of personal coaching will accelerate the effective application of new learning in specific leadership competency growth areas.

Reflection + Application + Growth = Sustained Effectiveness

 Leadership Debrief

Seven steps that require time, intentionality, and planning. Have you discussed the key transitions that you already know are coming? What about the unexpected transitions that will blindside you without talent pools and leadership pipelines?

Formulas for Succession Planning was written by Dr. Dick Daniels, VP of Client Services with Right Management Florida and Caribbean. Dr. Daniels offers 19 years of leadership development consulting and executive coaching.  Right Management is a Diamond Plus sponsor of the HR Florida Conference and Expo where Dr. Daniels will be speaking more on this topic during a concurrent session.

 

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Jun 13

Community Impact

The essence of social responsibility is that an organization or individual has an obligation to act for the benefit of society at large. Reaching out and making an impact on the communities in which we live and work is an area of interest that is very near and dear to the HR Florida State Council.

HR Florida and the local chapters that it serves have a common goal to provide professional development for the over 14, 000 human resources professionals in the state of Florida.  Additionally, they take interest in wider social issues that impact the workforce.

“Volunteering is the ultimate exercise in democracy.  You vote in elections once a year, but when you volunteer, you vote every day about the kind of community you want to live in.” -Author Unknown

Each chapter has amazing stores of volunteerism and service to their local community. In 2017 the 28 local chapters provided over 71 thousand dollars in goods and cash to local charities.  The altruism continues in 2018 with over 120 volunteer hours, 15 thousand dollars of donated goods and nearly $6,000 in cash provided to organizations.

The idea behind community impact is to play a role in removing barriers that may prevent qualified workers from obtaining or maintaining employment due to a wide spectrum of personal and social challenges. It is a comprehensive approach to supporting individuals, families and communities.

One such barrier could be food insecurity. On Thursday night, prior to the April business meeting, members of the state council participated in a fun and unique group activity to address this growing social condition by volunteering in the warehouse of the Second Harvest Food Bank.

Tom Toppings, District Director, stated, “It was a great experience to give back to communities that really need it.  I probably don’t do this enough.  It is a good reminder, of how much people really are struggling.   It’s also a pretty exciting experience as well to be a part of a community that is so involved in giving back. “

Nearly 60 individuals transferred wholesome nutritious vegetables that came to the food bank in bulk pallets into family sized packages that would be distributed the next day.  Music, laughter and teamwork made the project easy.  The takeaways from the experience were significant. Victoria Stalls, District Director, summed up the experience by saying, “It’s so nice to be  stuffing the bags of food that  families will receive, and knowing that they will now be able to provide their families good fresh food.   Food that they may not have been able to have without organizations like Second Harvest,  and volunteers who donate their time to make sure that the food is packaged to reach those in need.”  Amanda Simpson, Director of State Governmental Affairs commented, “Tonight was a great reminder of the amazing teamwork we have within HR Florida while we assisted with a wonderful cause for Central Florida. Fabulous people with the best hearts.”

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May 15

Mental Health Awareness Month

 

There is a virus that infects many Americans all around the country. This is a virus that “causes people to feel ashamed for something that is out of their control, prevents them from seeking help, and even takes lives.” Anyone can be exposed to it, but the cure is simple – compassion and understanding. Stigma is a “social virus” and this May – National Mental Health Awareness Month – the National Alliance on Mental Illness (NAMI) wants you to know there is a cure for Stigma. #CureStigma

Stigma is defined as a sign or sense of disgrace that sets someone apart from others. For the 60 million people in the United States that face the day-to-day reality of living with a mental illness, revealing their illness to others can be frightening, not knowing how their disclosure will be received. This fear can be especially present in the workplace where employees are afraid of discrimination and potentially losing their jobs.

Mental illness is the single greatest cause of worker disability in the United States. Less than one-third of workers with mental illness seek treatment, with the most often cited reason as “shame and stigma.” When employees do not receive proper treatment, their illness continues and impacts their productivity, absenteeism, and even safety on the job. Human Resource professionals, as leaders in their organizations, can have a great impact helping to curb the stigma that employees may fear.

HR Florida is continuing its partnership with NAMI Florida to promote the Stigma Free Florida campaign. Stigma Free Florida is a campaign aimed at business leaders and seeks to create stigma free workplaces through awareness and education. The Stigma Free Florida toolkit has information for business leaders, managers, and employees on mental health issues in the workplace and how to assist an employee who might be dealing with mental illness.

As an HR professional, there are a few things you can do to help your organization take steps to become Stigma Free:

  • Begin an open conversation. Start the conversation about mental illness and its prevalence. One in five Americans deals with a mental illness every year; many more are family members and care-givers to someone with a mental illness. Let employees know who to reach out to for more information should they have questions about medical benefits, accommodations, or an Employee Assistance Program. By beginning the conversation, employees might feel more comfortable asking about available resources and necessary accommodations.
  • Check your language. Words can be very stigmatizing to individuals with mental illness. Examples include, “With her mood swings, she must be bipolar.” “His OCD kicked in and he’s reorganizing the supply room.” “She’s just crazy.” These general statements referencing mental illness in a joking and often negative way can prevent someone from coming forward to say that they are dealing with a mental illness for fear that they too will be talked about. Make it known that your culture does not tolerate these types of comments.
  • Market your EAP. Having an Employee Assistance Program (EAP) is a wonderful employee benefit. However, most EAP’s are horribly underutilized. Market your EAP to your employees to keep it top of mind for employees. Ensure they know what benefits are available to them and how to access those benefits.
  • Take the Pledge. Pledge to do your part to stop stigma in your organization by signing the #StigmaFreeFlorida. Partner with NAMI Florida to bring educational resources into your organization to learn more about how you can help employees and their families. Educate supervisors on signs and symptoms, as well as steps to take for employees who do disclose a mental illness.

This Mental Health Awareness Month, let’s do our part to #CureStigma and create a #StigmaFreeFlorida.

For more ways on how you can promote a Stigma Free organization and to sign the #StigmaFreeFlorida Pledge, check out: http://namiflorida.org/stigma-free-florida.php

To learn more about the NAMI Cure Stigma campaign, and find out if you have been infected, visit: https://www.curestigma.org/

*Statistics regarding mental illness from NAMI

 

Eve Sweeting is the Diversity Director for HR Florida. With over a decade of HR experience in private, public, and non-profit entities, Eve currently serves as an HR Analyst with a focus in performance management and workforce metrics. She believes that HR’s ability to impact the work environment for the better can benefit both workers and organizations.

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May 06

Take Your Seat at The Table

Take Your Seat at The Table

As Human Resources (HR) professionals, we’ve all heard the phrase ‘seat at the table’; this notion that we must manage our careers in such a way to be included in senior-level business decisions in order to be considered successful. Many of us are over it.

Amy Lein, who is the Director of Human Resources at Second Harvest Food Bank of Central Florida, and currently serving a two-year term as President of the Greater Orlando Society for Human Resource Management (GOSHRM), is taking a much more meaningful approach to the phrase.

Encouraged by her faith, and her collaborative effort through The Gotham Fellowship, an intensive training program offered by The Collaborative Orlando, Lein is working to blend her personal beliefs with her professional life. “Using the parable of people being invited to a banquet table – a lesson about choosing where to sit, serves as a great analogy for HR’s desire to gain a seat at the table in the business world,” said Lein.

Lein is creating an environment to encourage HR professionals to pursue excellence, power and influence so that others might flourish. Do everything we can to get that seat at the table, not for our own benefit, but for the benefit of others. Practically speaking, this might include introducing policies and practices that improve the workplace for all, or promoting a company culture so desirable so that employees don’t want to leave.

“We must care so much about our employees that we not rest until we’ve done everything we could to help both the employees and the business succeed,” said Lein. “Imagine the ripple effect on the communities in which we live.”

Lein said she can relate to the over-pursuit of being recognized for her contributions, but admits that isn’t the problem. It’s when that desire dominates your work and your motives, that you run the risk of losing the very thing you desire.

“My vision is to invite young, aspiring HR professionals to examine their work, their goals, and their opportunities as they progress in a career path,” said Lein. “In a variety of learning environments, we will dive into questions about the professional’s inspiration to pursue HR and how they might approach a leadership role with the passion of a servant’s heart.”

Lastly, Lein added that this approach isn’t just for HR pros, but admits the first audience is up-and-coming HR pros, especially members of GOSHRM where she continues to hear of the desire for a mentorship program to help navigate their careers.

“This is a perfect opportunity to offer a deeper examination of one’s motives and desires in this profession. As we refine the project, it will translate well to other professions,” said Lein.

To learn more, please contact Amy Lein at president@goshrm.org or alein@feedhopenow.org.

Nate Shannon is Founder/Sr. Human Resource Consultant at On The VERG, and can be reached at (407) 754-5108 or nshannon@ontheverg.com.

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Apr 06

Leadership & Mental Toughness


 

Leadership & Mental Toughness

By Doug Van Dyke, Leadership Simplified, www.leadershipsimplified.com

During my recent Bikram Yoga class, the yogi stated that stress doesn’t really exist. He said that the sensation of stress is something we allow to happen when we are not controlling our thoughts. Further, the disciplined mind controls what we think. The disciplined mind also controls how we act and what behaviors we exhibit. In sum, we are in control…..always. If we feel stress, it is because we choose to let outside influences dictate our thoughts, reactions, and eventual behaviors.

Leaders sometimes lose sight of just how much control they have over situations. Every situation. Likewise, it is all too common for team members to take on a victim mentality and believe they have no control. This is a great opportunity for leaders to inspire their people and help them understand how to own their performance. Effective leaders create a culture in which team members are empowered to make decisions, make mistakes, elevate performance, and think.

Leaders, seek to embrace the following four areas regarding increasing your mental toughness, and helping your people to take positive control of their work world.

1. Focus on the Right Priorities. Leaders today must possess the ability to cut through the noise associated with an increasingly fast-paced world that is connected 24/7, 365. Streamline the priorities of your organization to better mesh with the pragmatic bandwidth of your team. Sure, it’s easy to make a list of a thousand things that will elevate the performance of your team and organization. However, skillful leaders understand that success is about results, not the scope of the undertaking! If you and/or your team have more than six major priorities right now, the odds are good that people are overwhelmed and unsatisfactory results are being delivered. Look in the mirror. Be realistic about your team’s bandwidth and the timeframes with which you are dealing. Pare down your priorities to six and help your team focus. Also, help people craft meaningful action plans to achieve those priorities.

2. The Rigid Three. Having a rigid schedule for certain activities can build mental toughness. A commitment to specific activities causes us to fight through hurdles, head trash and procrastination that might otherwise undermine a positive experience. The first of the three areas in which I challenge you to be rigid is your personal exercise regime. Do you know a Marine? Pretty fit bunch. Rigid fitness schedule. Mentally tough as nails. They tend to accomplish a lot. Just saying. The second area is a personal aspect of your life. It may be family time, volunteer time, church or a spiritual commitment. You choose, but make certain it is part of your regular schedule. The third area is one element of work. It may be planning your day in a certain way. It may be scheduled time for MBWA (managing by wandering around). I know several leaders who take a nap every day from 1pm-2pm. They are highly effective and refreshed leaders. Whatever work item you choose, concentrate, schedule, and stick to your guns. By creating and adhering to The Rigid Three you will elevate your mental toughness and increase the respect you receive from your team.

3. Be Mindful of Decision Fatigue. All leaders experience decision fatigue to a greater or lesser extent. In sum, as the day goes on our ability to make crisp decisions diminishes. Leaders can better handle decision fatigue by arranging their day strategically, eating healthy, hydrating and getting enough sleep. The positive results of crushing decision fatigue include, but are not limited to making better and more timely decisions, creating additional time so that you can coach others, increasing team productivity, improving sales results, and positioning yourself as a decisive leader who can help others make sound decisions.

4. Think Positive, Praise Positive. Henry Ford famously said: “Whether you think you can, or you think you can’t–you’re right.” As his quote implies, we are what we think. And you know what? You are awesome! Think of yourself as awesome today, and every day. Put your head in the right place, and everything else will follow suit. Let’s face it, we live on a rock that is blasting through space – we are all miracles. Oh, and help your people know that they are awesome too. They may or may not choose to believe you, or to believe in themselves. That is their deal. Control what you can control, leaders. In the process, catch people doing something right and praise the heck out of it.

Bottom Line: The best leaders and top-performing team members understand that they are in control of their performance. They understand that the kind of thoughts they put in their heads will drive their behavior. For more on mental toughness and the head games that athletes (and leaders) play, check out the new book by Alex Hutchinson, Endure: Mind, Body, and the Curiously Elastic Limits of Human Performance. And call Doug Van Dyke who will assist you and your team in achieving previously unimagined results. Be awesome today everyone. You have the power to make it so.

Until next time, be well.

Doug Van Dyke is a Certified Speaking Professional, Executive Coach, Leadership Development Expert, CEO of Leadership Simplified. He takes yoga classes on occasion and really connects with his inner Qi. Connect with Doug at doug@leadershipsimplified.com or visit www.leadershipsimplified.com.

© Copyright 2018. Leadership Simplified. All rights reserved.

 

1310 3rd Avenue West * Bradenton, Florida 34205 * (941) 776-1121 www.leadershipsimplified.com

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