Assessment Tool for Career Motivation
Harrington offers the chart below as a way of assessing career motivation:
You’d like to get people to high skill, high motivation jobs. If they are highly motivated with low skill, go for professional development. Low skill and low motivation suggest ending the relationship. Low motivation and high skill is probably a stop-gap or temporary situation.
Assessing Gen-X Succession Planning Motivators
Harrington recommends considering the following:
- Who—Passion /Personality
- What—Highly skilled and highly motivated
- Where-Interest in industry, mission, or location
- When—Work/life balance, travel, commute
- Why—Why do they (or do they not) want to assume an executive role?
- How—Do they grasp what soft skills will be required?
- How Much—What are the compensation expectations?
“Those who fail to prepare, prepare to fail!” Participate in an extended webinar on September 12, and learn how to build a succession planning strategy from the ground up. Register Now.
Next Generation Engagement
- Determine the next generation of high potentials.
- Assess career motivators using “Passiontivity” chart above.
- Determine the KSAs (knowledge, skills, and abilities) required
- Offer the KSAs as a shopping list. Coach people up or out. (You get the development you want, we get the KSAs we want.)
- Offer training and executive coaching for high motivation, low skill high potentials to fill executive roles.
- Set up a program to encourage knowledge transfer and mentoring from Boomers.
Anticipating Needs
Don’t simply wait and then react to unexpected turnover, says Harrington. Discuss business and staffing projections with your revenue generating managers:
- Can your HiPotentials be groomed from within?
- What percentage of hires do you want to be external?
- What are your vacancy rates in up or down economies?
Without a succession plan in place, the best leaders leave. That’s why it’s crucial for you to develop and apply a plan now. Register now for our Succession Planning and Cross-Training Summit on September 12.
Filling Difficult-to-Fill Positions
When you encounter difficult-to-fill roles, says Harrington, consider the following:
- Develop new career paths. Including horizontal ones.
- Assign short-term projects.
- Articulate your EVP (employee value proposition). Make sure employees know all that you are offering in exchange for their work.
- Develop your employment brand:
- Your specialists speak at conferences.
- Build an online profile around topics associated with critical roles (PR, blogs, etc.).
- Develop your branding at universities and colleges for disciplines where there will be shortages.
Need more planning information? Fortunately, there’s timely help in the form of BLR’s new extended webinar— Succession Planning and Cross-Training Summit: Groom Your Current Employees for Future Success.
In this 5-hour summit, you’ll learn why succession planning is important for organizations of all sizes.
Register today for this interactive webinar or get more information.
By participating in this interactive webcast, you’ll learn:
- How to build a succession planning strategy from the ground up, including the key components your plan should include
- The key points to drive home to your C-suite, so you get the buy-in you need to develop your resources
- How to determine what your “mission critical” positions are
- When job rotation programs make sense
- Building the business case for job rotation programs and cross-training
- How to design a diversity-based succession planning program for long-term success
- And much, much more!
September 12, 2013
11:00 a.m. to 4:45 (Eastern)
10:00 a.m. to 3:45 (Central)
9:00 a.m. to 2:45 (Mountain)
8:00 a.m. to 1:45 (Pacific)
Approved for Recertification Credit
This program has been approved for up to 5 recertification credit hours through the Human Resource Certification Institute (HRCI).
Join us on September 12—you’ll learn how to develop and apply a plan so your organization can make a seamless transition that keeps it productive and on track, even as the torch passes.
As with all BLR/HR Hero® webcasts:
- Train all the staff you can fit around a conference phone.
- You can get your (and their) specific phoned-in or e-mailed questions answered in Q&A sessions that follow each segment of the presentation.
I’ve been reading how Millennials don’t have a lot of ambition as far as wanting to climb the ladder as high and as fast as possible. How do we deal this when it comes to succession planning?