Contemporary Leadership practices

and Succession Planning in

Companies
Session 5 and 6
Guidelines for Presentations
 General
• Group Presentations
• Weightage for evaluation- 20% (give it its due!)
• Presentation time for each group:
– 10 minutes for presentation
– 4 Minutes for QA- T0 start with, the next group must ask
at least 3 meaningful and insightful questions (i.e., if
group 1 presents, then group 2 must ask questions).
There are marks for asking questions and answering
questions. After this, the other students and facilitator
can ask questions.
– We need a volunteer who will monitor and report time
• He/ she will ensure a timely start and signal to the group when
2 minutes are left. Maximum overrun permitted is 30 secs.
• Evaluation template will be shared with you soon.
2
 Choice of company/ Data Sources
• The groups can decide on the company.
– It can be a company they know (through summer internship,
previous work experience, etc.)
– Or, it can be a company renowned for its leadership training
and succession planning practices.
• Groups must ensure that there is no duplication
– For this, the moment a group decides on the company, it must
inform all other groups and the course facilitator of its choice.
No other group can choose this company or any other group
company. For example if a company chooses TCS, no group
can choose Tata Sons or any Tata group company
– So, the sooner you make your choice, the better.
• Data can be sourced through primary or secondary
sources and this must be quoted in the presentation
3
 The two articles
• Read and assimilate the two articles in the
course outline- they will give you a firm grip
on the topic and help you to structure your
presentations.
1. Leadership Development Initiatives to Ensure
Succession Planning Effectiveness
2. Succession Planning: Evidences from “Best”
Companies in New York

4
 Overview of article 1
• Leader Development and Leadership Development
• Why Succession Planning
• Link between Leadership development and succession
planning
• Leadership Development initiatives
– Stretch assignments
– Action Learning
– Job Rotation
• Educational Leadership Training and its link with Experiential
Learning
• Development Relationship
– Coaching and mentoring
• Assessment and Feedback
• Importance of Leadership in succession planning
5
 Overview of article 2
• Goals of SP (Succession Planning)
• Steps in SP
• Need, use and advantages of SP
• Table 1 in the article throws up some important
issues for consideration
• Forecasting future requirements
• Need to start early
• It is a continuous process and not a one-off
exercise
• Etc.
6
 Suggested coverage in the presentation
• Organization philosophy on LT and SP
• Linkage/ alignment with business strategy/ goals
• Is the SP process strategic or transactional?
• When did they start working on systematic plan for LT/ SP?
• Goals of SP
• Budget and resource allocation
• Current process for SP and future plans
• Best practices/ external benchmarks, if any
• Has the initiative yielded any tangible result?
• Challenges, problems and constraints faced
• Do you have any suggestions to offer to the company to
improve the LT/ SP process?
• Conclusion and learning from exercise.
• Data sources/ references
7
 If you have any doubt or need any
clarification, please get in touch with
the facilitator

8
Questions???