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Retaining your Best Talent; High Potentials and Succession Planning

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Retaining your Best Talent; High Potentials and Succession Planning

  1. 1. Presented by Retaining your Best Talent High Potentials and Succession Planning A LinkedIn Live Conversation with Gerardo Macias, Partner Maryanne Wanca-Thibault, PhD, Partner
  2. 2. DHR is an executive search and talent advisory firm. 2 With three integrated talent solutions, we help clients identify, hire and develop leaders who drive change and lead through complexity. DHR Leadership Consulting DHR Executive Search Jobplex Emerging Leader • Board Evaluation • Diversity, Equity & Inclusion • Executive Assessment • Executive Coaching • High Potential Identification • Onboarding • Succession Planning • Team Effectiveness • CEO and C-Suite leaders Board Members • Executive Level Staff and Business VPs • Manager, Senior Manager, Director • Individual Contributor Retaining & Developing Talent Attracting Talent Attracting Talent
  3. 3. Maryanne Wanca-Thibault, Ph.D. 3 Partner, Leadership Consulting Denver | North America T +1 303 629 0730 M +1 303 877 8675 mwanca-thibault@dhrglobal.com Maryanne has more than 30 years of experience as a Consultant and Advisor in the areas of leadership assessment, organizational development and executive coaching. As a Partner of DHR Leadership Consulting, she helps clients assess fit for executive, C-suite and board positions. Maryanne has extensive experience in assessment, organizational analysis & development and leader development & succession. Her focus on the people-side of the organization comes from a deep interest in organizational behavior, communication and helping professionals maximize performance. Prior to joining DHR, Maryanne spent more than 15 years as a professor at the University of Colorado and later went on to found and operate a successful full-time consulting practice for another 15 years. She has worked alongside key stakeholders in Fortune 500 companies, family businesses and nonprofits across a variety of industries to deliver customized learning solutions that align with organizations’ strategies to grow and leverage their talent. Some of her clients include Hyatt, Kohler, Case New Holland, Quad Graphics and the Art Institute of Chicago. Maryanne earned her doctorate in organizational communication at the University of Colorado in Boulder and is a published communication scholar and practitioner. She is adjunct faculty in the Master of Business Administration and Master’s in Leadership Programs in the School of Business and Economics at Regis University.
  4. 4. Gerardo Macias 4 Partner Monterrey | Latin America | North America +52 81 1683-8610 +1 312-782-1581 gmacias@dhrglobal.com Gerardo is a Partner in the Business & Professional Services, Consumer & Retail, Nonprofit, Education & Sports, Private Equity and Real Assets Practice Groups, located out of the firm’s Monterrey Metropolitan office. With more than 20 years of industry and functional experience, he focuses on C-suite and board positions as well as family offices. Gerardo is a strategic and results-driven brand ambassador with a proven ability to build relationships with a purpose. Having lived and worked in both Latin America and North America, he can easily navigate between organizations’ different cultural nuances and their talent needs. Gerardo brings significant experience to his board search capabilities, having served in a wide array of board roles himself. Previously, Gerardo was Managing Partner for a boutique search firm leading multiple offices throughout Mexico. He holds a Bachelor of Fine Arts from the College for Creative Studies in Detroit, Michigan (CCS). In his free time, Gerardo shares his expertise on his podcast, The Grateful Leader. Board Member for the The Next Star Arts Program Inc; Advisory Council Member for CCS, and Agroalim Agro Cluster of Nuevo Leon; Advisory Board Member for Polymath Organizational Design & Transformation, and active member of the American Chamber of Commerce of Mexico.
  5. 5. 5 Identifying Talent & Succession Planning
  6. 6. 6 Why We Should Care About a Retention Strategy • Minimizes t/o and hiring replacement costs • Increases the talent pipeline for succession • Builds a highly skilled, “future ready” workforce • Increases morale, engagement, loyalty, productivity, etc. • Creates a healthy work culture • Provides opportunities for career development and growth
  7. 7. 7 Succession Planning • Succession planning is a process of identifying and developing talent to replace executive, leadership or other key employees when they transition to another role, leave the company, are fired, retire or die • Employer’s Perspective – Succession requires hiring the most talented candidates, retaining current high performing talent, and developing new talent • Employee’s Perspective – Development and promotion that help them achieve their long-term professional goals • It’s no secret that executive succession planning is critical to shareholder value and long-term company success. Nearly half of companies today, however, couldn’t name a successor if the incumbent were to depart suddenly.
  8. 8. POLL 8 Does your organization have a formal succession planning process in place? Please scan the QR Code with your mobile device Or go to menti.com And enter 6671 4074
  9. 9. 9 Succession Planning – Opportunities in the Middle Market • 34% of companies don’t have a succession pipeline of any kind in place. (Adecco, 2017) • Only 30% of middle market companies have a formalized succession planning process for critical roles. (LinkedIn, 2022) • More than 74% of leaders report they are unprepared and lack the training for the challenges they face in their roles. (LinkedIn, 2022)
  10. 10. 10 The Career Line – Identifying Talent for Succession 15-25 years of experience? 50 years of research says there are 3 distinct sets of critical KSAs throughout a career experience 10-15 years of experience? Succession Planning is based upon identifying and verifying who has potential across the career line
  11. 11. 11 Start by Creating A Profile(s) • A profile will help define the behaviors and practices essential for a successful leader • Early engagement with stakeholders creates support, informed decisions, meaningful discussions and informed outcomes • A Success Profile for Leaders that has been informed by your unique organizational context that can be used for hiring, development and succession planning. • Decisions that will create a Common Language of Talent across the entire talent management system
  12. 12. Use of Card Sorting to Create Profiles 12 • Virtual Card Sorting or Physical Card Sorting Activities • Stakeholders are brought into talent management strategy creation early to define the behaviors and competencies essential for a successful leader • Goal: The creation of a “Success Profile” is foundational to focusing ALL other talent management tactics Virtual Card Sorting
  13. 13. 13 The 9 Box - Talent Reviews for Succession L H M H M Performance – Results in Current Role Potential – Ability to Grow • Identify critical roles • Create success profiles • Select right talent for critical roles based on profile • Track development
  14. 14. 14 Succession Planning Sample Deliverable
  15. 15. 15 70/20/10* Development Model * 25% Hardships & Personal Experiences SOURCE: Bob Eichinger & The Center for Creative Leadership
  16. 16. 16 Conclusion – Succession Planning Effective Succession is more than replacement planning A well-developed and articulated succession plan • Provides emerging leaders with a defined career path to leadership positions within their current organization • Protects organizations from disruptions, particularly in an active hiring market that may lead to unexpected attrition • Includes a comprehensive employee development system. Hiring, identifying potential, intentional development (like 70/20/10)
  17. 17. Leadership Consulting Service Offerings 17 Individual Consulting Executive Assessment Executive Coaching High Potential Identification Onboarding Confidently choose the right leader Enhance individual performance Elevate business performance through talent Drive success in the first 100 days Diversity Equity & Inclusion Team Effectiveness Organizational Development Workforce Solutions Workplace Solutions Marketplace Solutions • Culture assessment • Recruit and retain programs • Talent management Training and policies: • Equitable workplace • Eliminating derailing behaviors • Multicultural & multi- generational teams • Diverse market growth • Supplier diversity programs • Strategic sourcing reviews Customized Coaching & Experiential Workshops Grow and enhance team culture through assessment, feedback, experiential opportunities and coaching Board Evaluation Structure & Design Promote effective governance and accountability Pragmatic leadership and talent solutions Succession Planning Identify, assess and develop leaders to preserve enterprise value Project-based & Advisory Support Internal team support or customized programs available Individual Consulting
  18. 18. The Leadership Consulting Global Team 18 Christine Greybe President, Leadership Consulting Jonathan Hoyt Partner, San Francisco James Abruzzo Managing Partner, Global Non-Profit Practice Alin Popescu Partner, Europe Caroline Edwards Managing Partner, Hong Kong Maryanne Wanca- Thibault, PhD Partner, Denver Rob Tillman Managing Partner, Phoenix Trang Gulian Partner, Washington, DC Tim Wiseman Managing Partner, Phoenix David Sheahan Partner, Dallas
  19. 19. The Leadership Consulting Global Team 19 Heather Smith Partner, Chicago Nina Chatrath Partner, Mumbai Pierre-Jean Francon Partner, Hong Kong Vikram Chhachhi Partner, Mumbai Ayman Haddad Managing Partner, Middle East & Africa Daniel Hall Managing Partner, London Solade Rowe Managing Partner Diversity, Washington D.C
  20. 20. Employees & Culture Are Our Best Resource 85% See career growth opportunities 99% Engaged employees Collaborative was the #1 word used to describe DHR’s teams Based on feedback from our employees 20
  21. 21. About DHR Global Contact For more than 30 years, DHR Global has been a leading, privately held provider of talent solutions with offices in the Americas, Asia, Europe and the Middle East. DHR’s renowned consultants specialize in all industries and functions in order to provide unparalleled senior-level executive search and talent advisory services tailored to the unique qualities and specifications of our select client base. The firm’s emerging leader search services are delivered through Jobplex, a DHR company. DHR is an Inc. Best Workplaces winner and recognized on Forbes list of America’s Best Executive Recruiting Firms. For more information, visit dhrglobal.com. Maryanne Wanca-Thibault, Ph.D. Partner, Leadership Consulting T +1 303 629 0730 M +1 303 877 8675 mwanca-thibault@dhrglobal.com Gerardo Macias Partner, Mexico & LatAm M +52 81 1683-8610 T +1 312-782-1581 gmacias@dhrglobal.com

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