Developing Next Generation Talent through Generational Succession Planning
Maria Leggett, Head of Talent Management, (CTE) Carolina Tractor and Equipment Company
Today’s workforce is a juxtaposition of ages. Talent Management leaders are challenged with driving passion in a mature workforce while maintaining engagement with next generation leaders. A key is a hands-on approach to identifying and leveraging each generation’s strengths and perspectives in order to create collaboration among generations. Planning for future workforce gaps necessitates creating a succession plan that includes not only progression strategies but an exit roadmap for employees approaching retirement. This succession approach needs to highlight the value of seasoned employees while gaining their commitment to mentor and train their contemporaries. This allows companies to maintain and strengthen a customer-centric company culture while continuing to push towards competitive innovation. Establishing a mentoring/job shadowing program coupled with a performance feedforward model provides a framework for mature employees to share their expertise and passion to a generation desiring coaching and connections.
This session will focus on strategies for planning and executing tiered succession plans where mature workers are engaged and prepared for their last working years. In turn, younger employees see the connection to their work while receiving feedback.
• Describe the components of a tiered succession plan that includes employee progression and exit elements, mentoring and job shadowing support
• Incorporate a feedforward model into mentoring and coaching to drive performance with succession planning and create collaboration
• Identify strategies for preparing management for conversations with mature employees to create a smoother exit transitions
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