leadershipmgtsuccessionplanning20190725.pptx

Succession planning

1. Managers’ Network Meeting Leadership and Management Succession Planning 25 th July 2019

2. Fire alarms Toilets Mobile phones Photographs Evaluations WELCOME & HOUSEKEEPING

3. Introductions: Your name Your organisation Your type of service The key thing you would like to get out of today? Why

4. Key Outcomes: You will understand: What good succession planning looks like How to identify and support good leaders How to develop good leaders and managers How to manage for continuous service improvement How to access best practice guidance Sharing best practice News and Updates

5. What is Succession Planning? Succession planning is the process of identifying and developing potential future leaders or senior managers, as well as individuals to fill other business-critical positions, either in the short- or the long-term. The aim is for the organisation to be able to fill key roles effectively if the current post holder were to leave the organisation.

6. All organisations need to find people with the right skills to fill key positions. ‘Insiders’ versus ‘Outsiders’ The importance of Nurturing internal talent Many employers aim to attract certain highly-talented individuals from outside the organisation for key or senior positions, this should be balanced by the benefits of promoting from the home-grown talent pool What is Succession Planning?

7. What is Succession Planning? A good starting point is always a Workforce Plan https://www.nottinghamshire.gov.uk/owl/learning/workforce-planning For strategic leaders it is important to know where you are now, where you need to get to and understand what needs to be done. Clients need a care service that is flexible and prepared to upskill to meet their changing needs.  Managers need a workforce with the right attitudes, values and behaviours to deliver care needs now and adapt for the future.

8. What is Succession Planning? Workforce Planning Toolkit [Word] includes: 4-Stage process Assess demand Assess supply What actions are required Implement and review Talent management and succession planning tool Workforce planning cycle template Workforce plan reporting template

9. Talent Pool evaluation exercise Staff evaluating as falling into the red areas present the greatest risk and show where there needs to be a focus on improvement. Those in the green areas are the high performers who could be developed for future roles.

10. As a table discuss: What do you do currently that helps you to identify and nurture your managers of the future? What could be improved? Succession planning in your Care Setting

11. How to identify and develop Leaders and Potential Managers Margaret Tempest Tempest Management Training Leadership and Management

12. LPZ Audit tool for improving service delivery Karen McEwan Quality Improvement Matron Managing Service Improvement

13. Career Development Resources https://www.nottinghamshire.gov.uk/owl/business Developing Leaders and Managers https://www.skillsforcare.org.uk/Leadership-management/developing-leaders-and-managers/Developing-new-managers-and-deputies/Developing-new-managers-and-deputies.aspx

14. Career Pathways

15. An upcoming event An event you have attended recently Something you have learned recently Something you would like to know more about Information Sharing

16. One thing you are going to do differently? Tell us how we can improve these events Other topics for network meetings OWL services you would like to know more about EVALUATION