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Group Lab Notes: Chapter 6 – Succession Planning

Name

Group Members

Class Topic:
Chapter 6 – Succession Planning

In a couple of sentences, what is the main idea of this lab

Lab:

This time, after going through the slide deck, you’ll be creating a succession plan for three top positions (like the CEO, CHRO, COO, CMO, CIO) in an imaginary company.

Step 1

Determine which industry your imaginary company serves:

Step 2

Next, identify the three positions you’re going to work with:

1. ____________________________________

2. ____________________________________

3. ____________________________________

Step 3

Now, identify three (3) skills required for success in each position you choose. Research this, don’t just make it up.

Three skills (and a brief description of the skill) required for an effective

(position #1) _________________________________

1

2

3

Three skills (and a brief description of the skill) required for an effective

(position #2) ___________________________________

1

2

3

Three skills (and a brief description of the skill) required for an effective

(position #3)
_____________________________________

1

2

3

For this next step, during an actual succession planning process, we would be looking only at our internal candidates. But, since our company is made up, we’re going to consider that Linked-in is our entire internal candidate pool.

Step 4: Find at least two individuals online (I’d recommend looking at Linked-in bios) or maybe well-known business leaders that have the skills to
currently take on each role. What skills does each candidate have that makes you believe they are an effective candidate for the next (Position) of our company. The candidates you present should currently be in of the levels mentioned above (CHRO, COO, CMO, CIO). Include a link to that person’s bio.

Candidate#1 for Position #1 __________________, Ready Now

Name:

Link:

Existing Role:

Justification:

Candidate #2 for Position #1 __________________, Ready Now

Name:

Link:

Existing Role:

Justification:

Step 5: Next, using the same methods mentioned above, find two (2) candidates for Position #1 that aren’t quite ready, but could be in the next 1-3 years. What skills do they currently have (Justification), and what skills are they missing (Development Plan). Your development plan might include things like expanding education, high visibility/risk/reward projects, exposure to more senior leadership activities, etc.

Candidate#3 for Position #1 __________________, Ready 1-3 Years

Identifier:

Link:

Existing Role:

Justification:

Development Plan:

Candidate#4 for Position #1 __________________, Ready 1-3 Years

Identifier:

Link:

Existing Role:

Justification:

Development Plan:

Step 5: Now that you’ve got the idea, let’s practice a little. Find one ready now candidate, and one ready in 1-3 years candidate for the other two roles. Provide the same analysis you did for Position #1:

Candidate#1 for Position #2 __________________,
Ready Now

Name:

Link:

Existing Role:

Justification:

Candidate #1 for Position #3 __________________,
Ready Now

Name:

Link:

Existing Role:

Justification:

Candidate#2 for Position #2 __________________, Ready 1-3 Years

Identifier:

Link:

Existing Role:

Justification:

Development Plan:

Candidate#2 for Position #3 __________________,
Ready 1-3 Years

Identifier:

Link:

Existing Role:

Justification:

Development Plan: