Comments on: How to Assess Potential for Succession Planning and Development http://www.missionmindedmanagement.com/how-to-assess-potential-for-succession-planning-and-development Equipping Managers via Requisite Organization Systems Design. Talent Management, Leadership, Organization Design. Mon, 30 Jan 2012 07:30:40 +0000 hourly 1 http://wordpress.org/?v=3.1.3 By: Judging Employee Potential Is Easy - Making Meaning of the Shades of Gray | Mission Minded Management http://www.missionmindedmanagement.com/how-to-assess-potential-for-succession-planning-and-development/comment-page-1#comment-303 Judging Employee Potential Is Easy - Making Meaning of the Shades of Gray | Mission Minded Management Sun, 20 Apr 2008 17:27:17 +0000 http://69.89.31.143/~organja8/missionmindedmanagement/?p=101#comment-303 [...] We Don’t Do Succession Planning As I said in my succession planning posts, I think the reason organizations say succession planning is important but don’t do it is [...] [...] We Don’t Do Succession Planning As I said in my succession planning posts, I think the reason organizations say succession planning is important but don’t do it is [...]

]]> By: Michelle Malay Carter http://www.missionmindedmanagement.com/how-to-assess-potential-for-succession-planning-and-development/comment-page-1#comment-41 Michelle Malay Carter Tue, 13 Nov 2007 22:41:22 +0000 http://69.89.31.143/~organja8/missionmindedmanagement/?p=101#comment-41 Eric, Thanks for the comment. I agree values are important. They must be embedded into the systems. Publishing them in an annual report is not enough. Michelle Eric,

Thanks for the comment. I agree values are important. They must be embedded into the systems. Publishing them in an annual report is not enough.

Michelle

]]> By: Eric Pennington http://www.missionmindedmanagement.com/how-to-assess-potential-for-succession-planning-and-development/comment-page-1#comment-40 Eric Pennington Tue, 13 Nov 2007 21:40:49 +0000 http://69.89.31.143/~organja8/missionmindedmanagement/?p=101#comment-40 Once again leadership rears it's beautiful head (ugly if you're self-serving). Managers that only have management blood running through their veins will leave succession planning in the dust. Those who do care and believe that the future matters, are, as you say; "feeling quesey and sleazy." Much of Corporate America has been asleep at the wheel on this due to incongruent values. Change the values, change the result. Once again leadership rears it’s beautiful head (ugly if you’re self-serving). Managers that only have management blood running through their veins will leave succession planning in the dust. Those who do care and believe that the future matters, are, as you say; “feeling quesey and sleazy.”

Much of Corporate America has been asleep at the wheel on this due to incongruent values. Change the values, change the result.

]]> By: The criteria for a manager to determine which tasks to take, and which to dump | Managing Leadership http://www.missionmindedmanagement.com/how-to-assess-potential-for-succession-planning-and-development/comment-page-1#comment-39 The criteria for a manager to determine which tasks to take, and which to dump | Managing Leadership Tue, 13 Nov 2007 07:52:43 +0000 http://69.89.31.143/~organja8/missionmindedmanagement/?p=101#comment-39 [...] tips: For some excellent commentary on succession planning and manager development, please see this piece by Michelle Malay Carter, author of Mission Minded Management, and this one by Wally Bock at Three [...] [...] tips: For some excellent commentary on succession planning and manager development, please see this piece by Michelle Malay Carter, author of Mission Minded Management, and this one by Wally Bock at Three [...]

]]> By: Michelle Malay Carter http://www.missionmindedmanagement.com/how-to-assess-potential-for-succession-planning-and-development/comment-page-1#comment-38 Michelle Malay Carter Mon, 12 Nov 2007 18:49:52 +0000 http://69.89.31.143/~organja8/missionmindedmanagement/?p=101#comment-38 Jim, Thank you for your comment. I'd love to take credit for the manager-once-removed idea, but it is yet another piece of the late Elliott Jaques' total systems model, Requisite Organization. He built a solid body of work for 50 years, but his ideas have been dismissed, denounced, and denied by the mainstream for just as long. I believe he was a little ahead of his time, albeit a little cantankerous too. Only now with the catastrophic failure of current management paradigms are people beginning to become attracted to his ideas. They say when the student is ready, the teacher will appear. My blog is designed to put a just-in-time, practical, humorous facade on his model as it isn't as sexy and well marketed as other ideas out there, but but my experience bears that it is far more useful than anything I have come across in my career. The fact that it is optimistic about human nature is attractive to me also. Let's continue the dialog. Regards, Michelle Jim,

Thank you for your comment. I’d love to take credit for the manager-once-removed idea, but it is yet another piece of the late Elliott Jaques’ total systems model, Requisite Organization.

He built a solid body of work for 50 years, but his ideas have been dismissed, denounced, and denied by the mainstream for just as long. I believe he was a little ahead of his time, albeit a little cantankerous too.

Only now with the catastrophic failure of current management paradigms are people beginning to become attracted to his ideas. They say when the student is ready, the teacher will appear.

My blog is designed to put a just-in-time, practical, humorous facade on his model as it isn’t as sexy and well marketed as other ideas out there, but but my experience bears that it is far more useful than anything I have come across in my career. The fact that it is optimistic about human nature is attractive to me also.

Let’s continue the dialog.

Regards,

Michelle

]]> By: Jim Stroup http://www.missionmindedmanagement.com/how-to-assess-potential-for-succession-planning-and-development/comment-page-1#comment-37 Jim Stroup Mon, 12 Nov 2007 18:25:41 +0000 http://69.89.31.143/~organja8/missionmindedmanagement/?p=101#comment-37 Michelle, This has been an illuminating series on the succession planning issue, and I hope to benefit from more of it. Your concept of using the "manager-once-removed" is an excellent approach. It is one I would particularly like to see taken at the very top, which would call for the board - not the CEO - to be responsible for succession planning at the level of that individual at least. In my view, the board should be charged with ensuring and supervising the succession planning for all C-level executives at the very least, if not a broader range of senior management. Thanks for a great - and undoubtedly for many, a provocative - post! Michelle,

This has been an illuminating series on the succession planning issue, and I hope to benefit from more of it.

Your concept of using the “manager-once-removed” is an excellent approach. It is one I would particularly like to see taken at the very top, which would call for the board – not the CEO – to be responsible for succession planning at the level of that individual at least.

In my view, the board should be charged with ensuring and supervising the succession planning for all C-level executives at the very least, if not a broader range of senior management.

Thanks for a great – and undoubtedly for many, a provocative – post!

]]>