Available as Classroom as well as Online Training
(Available also for Customised Training by Duration, Venue & Fee)
Succession Planning Module
This training guides organizations through how to identify people who can take over key positions when those positions become vacant.
The process to go through is to specify critical Line and Staff functions, then identify, develop and retain high potential employees to fill critical positions in the future. The step-by-step approach presented includes:
• Clarifying and understanding the organization's Focus Objectives and Business Strategy.
• Professional and Leadership Development Plans.
• Career Path and Training Development.
• Structuring Guided Experience and Growth.
• Coaching and Mentoring.
Participants will learn how the persons currently holding a position or, alternatively, other experienced person can act as a mentor and also transfer his or her knowledge to a successor.
The course will map out the consequences of business strategy on human resources. That way, planning can be done for the right numbers of people, and achieve the right kind of people, at the right places, at the right time.
Coaching & Mentoring Module
In this segment of the training, the candidates will:
• Be able to identify strengths and weaknesses in specific coaching styles
• Be able to influence employee job performance using the model for effective coaching meetings
• Measure progress by comparing skills after training to those before taking an assessment
• Be able to describe the attitudes and skills which underpin good coaching and be able to apply them
• Be able to confidently adopt a more effective style of management
• Be able to develop motivated teams which take more responsibility for and relish involvement in team objectives.
Coaching can be a game changer for employee retention, productivity, efficiency, effectiveness, as well as for preparing employees for top leadership positions.
As pressure on today’s managers continues to grow, getting the very best out people becomes even more critical. Coaching is a cost effective form of employee development.
But what is observed in many situations is unstructured coaching arising from poor understanding of or skills in the coaching process. This training will clear out this issue out.
General Overview of Succession Planning
• Clarifying and Understanding the organization's Focus Objectives and Business Strategy.
• Professional and Leadership Development Plans
• Career Path and Training Development
• Managing Experience and Growth
• Coaching and Mentoring.
Anticipate Talent Need
• Conducting ongoing, proactive analysis of future needs
• Continually evaluating the pool of potential talent
• Developing rigorous periodic forecasts of the company’s talent needs.
• Organization Structure and Assessment of Key Positions.
Specify the Job
• Defining the specific demands of the job
• Specifying which skills and experience are relevant
• Identifying the team the candidate will need to work with or recruit
• Considering how company culture and context affect the role
• Identification of Key Talents
- Key strengths
- Development needs
• Career Plans and Competency Mapping
- Potentials for promotion
• Training and Development Actions
• Development Toolbox
• On-the-job Experience Progression
- Special assignments.
Develop the Talent Pool
• Developing a large pool
• Including insiders, outsiders, inside-outsiders, and outside-insiders
• Considering people on the periphery of the organization (employees in remote offices, consultants, suppliers, customers)
• Tapping your networks and involving the right external partners
• Asking candidates’ peers for nominations.
Assess the Candidates
• Using a small number of high-caliber, well-trained, properly motivated interviewers
• Employing rigorous behavioral event interviews
• Conducting detailed reference checks
• Including top stakeholders in candidate assessment.
• Review of succession candidates
• Development progress Reports
• Necessary adjustments.
• Ideas for Role Improvement
• Role development - secondments
- acting appointments.
• The use of 360 degree feedback
• A framework of career opportunities
• Assessment of potentials
• Employee value alignment.
Defining Coaching & Mentoring
• Mentoring and Coaching – the Differences
- Benefits of coaching
- Competencies of an effective coach.
• The different coaching models
• The Four Types of Mentoring
- Development mentoring
- Sponsorship mentoring
- Executive mentoring
- Reverse mentoring
• Uses of Mentoring
- Career development
- Dealing with change
- Establishing values
• Benefits of Mentoring
- For the Mentee
- For the Mentor
- For organization.
The Coaching Process
• Coaching through Improved Communication and Participation
• On-the-job Coaching
• Removing Barriers to Performance
- Warning signals
- Steps to address performance problems.
• Developmental Feedback.
- Identify coaching opportunities.
Before Coaching Sessions
• Schedule Time
During Coaching Sessions
• Set positive tone
• Define the issue
• Conduct two-way conversation
• Ask for feedback
• Set timetable.
After Coaching Sessions
• Follow up
• Recognize accomplishments.
The Mentoring Process
• Electing to be a Mentor
- Personal qualities
• Finding a Mentee
• Mentees Expectations
- The challenge
- The responsibility
- The confidence
• Identifying Areas for Development