Vlerick HRday 2013: Succession Planning. - Graham White

1. CAREER SUCCESSION
PLANNING
CURSE or CURE?
Graham White
HR Director
Brighton & Sussex University Hospitals Trust

2. Curse or Cure

3. Global Murder Rate

4. Misjudging the 21st Century

5. Background
• As the recession lifts......
• Cursed to keep looking externally
• Its not Working

6. The 5 Key Questions•
•
1.Is CSP an anathema to the new generation?
2.Has CSP migrated from Mgt to staff
3.Can we calibrate future leaders if we don't
know the future?
4.Has Equality legislation diluted CSP?
5.Does HR have a role in CSP?

8. EDINBURGH CASTLE
=

11. ???
A bat and ball costs £1.10.
The Bat costs one pound more than the ball.
How much does the ball cost

12. Decisions in a Changing World
Pensions Created in 1870
Average Death rate in 1870
55 years

13. The 5 Key Answers
1.Keep it simple.
2. Keep It Real.
3. Its Development not planning.
4. Keep it outcome, not process focused
5. All or nothing

14. 1. Keep it Simple
Stop adding excessively
complex assessment criteria
to the succession planning
process

15. 1. Keep it Simple
The Lords Prayer has 70 Words
The Ten Commandments have 296 Words
The American Declaration of independence has
300 Words
The EEC Directive on the import of
caramel and caramel products has
26911 Words

16. 2. Keep it Real
Development plans and
succession charts aren't
promises......

17. 2. Keep it Real

18. 2. Keep it Real

19. 3. Keep it Aimed at Development
Development not Planning.
Plans don’t develop people
action does.

20. CSP Application Form
58 – 110 questions
800 – 2,000 word Supporting statement

21. Keep it Focused on Outcome
“What get measured gets done”
If Career succession planning is not
enough of a priority for your
company to set goals and track
progress, it will be difficult to make
any CSP process work.

22. CAREER SUCCESSION
PLANNING
CURSE or CURE?
Graham White
HR Director
Brighton & Sussex University Hospitals Trust