Succession Planning – 5 of 8

March 16th, 2011

Know how (strategy) to achieve desired results
and be agile enough to change it as needed.

Introduction

You are continuing with the job book. Your eight-sectioned binder has the first three Tabs complete (Job Description, Reporting Structure, Additional Structure Information). This installment will complete the last two items of the Key Accountabilities tab: e) Goals and initiatives for each accountability and f) Key information for each accountability.

Step One: Create the Job Book

Key accountabilities

     a. Prioritized list

     b. Ideal percentage of time

     c. Vision for each accountability

     d. Key measures for each accountability

    e.   Goals and initiatives for each accountability

    f.    Key information for each accountability including the
           location of protected passwords for a qualified person. (Add
           this to the vault created earlier.)

Goals and initiatives. Using the vision and key measures to guide you, how do you see attaining success (What is your strategy?) What goals and initiatives will get you there?

Using the example in the previous email, financial strength, here are goals designed to achieve one of the measures of success.

Measure	Goal to achieve the result	Initiatives as part of the goal
10% profit (6% current year)	Increase internet generated business.	Start new website Hire PT web master Weekly website meetings
10% profit (6% current year)	Decrease expenses by 15%	Go 70% paperless Terminate XYZ Contract Put controls on supply spending.

Key information for each accountability including the location of protected passwords for a qualified person. As you look over what you have added to each key accountability, make sure that you have added key information to the vault that you created earlier.

Next

We’ll explore an exceptional process to identify and verify the job requirements re behavioral style, job motivators, and personal attributes. Be thinking about what two to six other people would be subject matter experts (SMEs) regarding this job. SMEs are people who have successfully performed the job, supervised the job, or in some other way gained clear understanding of what the job requires.

Entry Filed under: Succession Planning