Effective Succession Planning: Assessing Performance & Potential

DALE ROSE

Dr. Rose co-founded 3D Group in 1994 in Chicago, Illinois and is the lead author of Hire Better Teachers Now: Using the Science of Selection to Find the Best Teachers for Your School from Harvard Education Press. He is an expert in leadership development, evaluation research, and assessment-based human resources solutions. Dr. Rose coaches over 100 managers 1:1 each year and has authored more than a dozen commercial assessments for identifying and developing talent. Before founding 3D Group, he worked for Ameritech and a test publishing subsidiary of National Computer Systems where he developed and validated many widely used selection systems and created dozens of customized hiring systems for Fortune 500 companies.
Dr. Rose has taught undergraduate courses ranging from statistics to group dynamics and is currently adjunct faculty at SF State University, where he teaches a graduate seminar in Organizational Change & Development. He has also written book chapters and published articles in academic journals including Current Psychology, Journal of Business and Psychology, Journal of Educational Research and Evaluation Review. Dr. Rose received his Doctoral degree in Industrial & Organizational Psychology from DePaul University with a minor in Organizational Effectiveness.

Credits HRCI - HR (General):1.25, SHRM - PDC:1.25

Tag(s) Leadership & Personal Growth, Business Credit, CAHR17

Effective Succession Planning: Assessing Performance & Potential

Description

As the workforce is aging, HR managers are under increasing pressure to plan for succession as top leaders retire. Having a succession plan in place is vital to the success of the organization because the individuals identified as future leaders will eventually be responsible for ensuring the organization is able to tackle future challenges. Identifying high potentials and establishing a development program aimed at future leaders creates motivated leaders who will be ready to take over when the time is right. The key to effective succession planning is that it is not based solely on performance and job titles, it needs to accurately evaluate the potential of future leaders as well. This session will cover a systematic approach to building a leadership pipeline based on the intersection of performance and potential to guarantee continuity for an organization. It will introduce the 9- block system which helps organizations take a balanced approach to identifying employees with leadership potential. This presentation will draw upon over two decades of experience guiding organizations through succession planning and teach participants about common pitfalls in succession planning and provide a road map for creating successful succession plans for a wide variety of organizations and leadership structures.

DALE ROSE

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