TY  - BOOK
AU  - Spina,Lori
AU  - Spina,James D.
TI  - Beyond Succession Planning: New Ways to Develop Talent 
SN  - 9781839820786
AV  - HF5549 .B496 2021
KW  - Executive succession
KW  - Business planning
KW  - Organizational change
KW  - Electronic Books
N1  - Example: Mentor-Led A Protégé Training Session on Embracing Change; 2; Intro --; Half Title Page --; Title Page --; Copyright Page --; Acknowledgments --; Contents --; Preface --; Introduction --; Our Purpose --; The Challenges of Strategic Succession System Changes and Implementation --; The Replacement Plan Problem --; 1: Rethinking Your Succession Management System --; How to Evaluate Your Succession Management System --; How to Reduce Resistance to Change --; Building a New Succession Management System --; What it Takes to Move Forward --; 2: Aligning Critical Organizational Elements with a Strategic Succession System --; Vision and Mission Statements; Align Key Success Factors with Critical Resources --; The Roles Played by Values and Strategies --; 3: Revisiting Your Performance Appraisal System --; How to Apply a "S.W.O.T." (Strengths/Weaknesses/Opportunities/Threats) to Performance Appraisal Analysis --; Five Factors to Move Beyond Tradition Appraisal Systems --; How to Improve Appraisal Feedback and Avoid Rating Errors --; The Top Six Rating Errors2 --; How to Align Meaningful Rewards with Performance --; 4: Critical Thinking Skills for Succession Decisions --; Top Management: Three Levels of Thinking --; Application of Critical Thinking Outcomes; "What People Want from Work" --; 5: Communicating the Need for a New Succession Process --; Effective Communication Skills --; Two-Way Communication Challenges --; Leadership Styles for Leading Change --; Ways to Engage Key Staff in the Succession Process --; 6: Creative Thinking Methods that Work --; Creativity Versus Innovation --; Examples of Creative Thinking in Action --; A Creative Thinking Exercise --; Nominal Group Brainstorming --; Interpretation of Responses: "I Can Read Your Mind" --; 7: Creating A Strategic Succession System --; Align Key Organizational Elements with Business Strategy; Drive Fear Out of the Workplace --; Create Succession Readiness Categories --; Delegating for Development of Talent --; A Successful Case Study --; Qualifications --; Effective Delegation as an Example --; Successful Outcomes --; 8: A Succession System for High Potential and High Performing Staff --; How to Build a Development Program for High Potential People --; How to Build an Effective Mentoring Program --; Phases of a Typical Mentoring Relationship --; How to Build Development Plans for Protégés --; How to Build Development Plans for High Performers --; A Team Project Centered Learning Activity; A Project Focused Learning Activity for Individuals --; 9: Looking Ahead: Artificial Intelligence and Developing Talent --; Using AI as a Tool for Managing Talent --; Bringing AI into the Organization --; Storing Data --; 10: Special Issues --; Seeking Outside Expertise --; Do We Need it? --; How to Choose a Consultant --; Challenges of Developing Management Talent --; Revisiting the Ways People are Rewarded for Embracing Change --; An Invitation --; Epilogue: The "C" Leadership Theory Explained --; "Black Boxes" --; Appendix 1: Training of Mentors; 2; b
N2  - James and Lori Spina illustrate how a strategic system aligns workplace transitions with the organizational vision, mission, and top level strategies to meet the needs of all stakeholders. Providing a road map for how to carry this out, they propose a cutting edge leadership style to complement this strategic approach
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