Managers’ Network Meeting

Leadership and Management

Succession Planning
25th July 2019
WELCOME &
HOUSEKEEPING
 Fire alarms
 Toilets
 Mobile phones
 Photographs
 Evaluations
 Introductions:

• Your name
• Your organisation
• Your type of service
• The key thing you would like
to get out of today?
• Why
 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
 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.
 What is Succession Planning?

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?

A good starting point is always a Workforce Plan

https://www.nottinghamshire.gov.uk/owl/learning/workforce-planni
ng

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.
 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
 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.
Succession planning in your Care Setting

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?

Leadership and Management

How to identify and

develop
Leaders and Potential
Managers

Margaret Tempest
Tempest Management Training
Managing Service Improvement

LPZ
Audit tool for improving
service delivery

Karen McEwan
Quality Improvement Matron
 Career Development Resources

Developing Leaders and Managers

https://www.nottinghamshire. https://www.skillsforcare.org.uk/Leadership-ma
gov.uk/owl/business nagement/developing-leaders-and-managers/D
eveloping-new-managers-and-deputies/Develo
ping-new-managers-and-deputies.aspx
Career Pathways
 Information Sharing

 An upcoming event

 An event you have attended recently

 Something you have learned recently

 Something you would like to know

more about
 EVALUATION

 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