Succession Planning Worksheet John A Davis 1998
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I had not written the Succession Planning Worksheet. However, a colleague gave me the template and I copied it and wrote it over, then made some notes, which I summarized, and then I gave it to the new Managing Director to be kept in the office. Going Here She used it to make decisions about her staff, then a new Manager was appointed to take over. more info here Section: Goals and Objectives Objectives: The main objective is to ensure the continuous flow of financial capital required for the growth of the organization. It was the responsibility of the Man
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Section: Conclusion: Essentially, the Succession Planning Worksheet (a.k.a. The Littler Assistance Plan) is an essential tool to ensure that employees have been well trained and prepared for leadership roles. Here are some additional tips for ensuring that it works well: 1. Avoid a top-down approach – Most workers don’t want to be handed their job, so don’t rely on a top-down approach. Instead, engage employees in the planning process, listen to their ideas, and then
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1. The Succession Planning Worksheet John A Davis wrote “The Succession Planning Worksheet” in 1998 as a 16-page guide for businesses to help executives, directors, and management teams plan out succession strategies. 2. The Background John A Davis had worked as a consultant for the past decade, conducting succession planning seminars and writing books for HR managers and executive directors. 3. The Worksheet The Succession Planning Worksheet is simple
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Title: Succession Planning Worksheet John A Davis 1998 John A Davis founded a company in 1970, and with the passage of time it grew from a one-man start-up to a multinational company. However, after his retirement, the company faced financial crisis due to inefficient use of resources and lack of a well-defined succession plan. Case Study: Succession Planning Worksheet John A Davis 1998 The Company faced several problems: 1. In
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Section 1: Identify the Person or People for Which you are Responsible – Describe the primary role(s) of the individuals. – Specify their seniority in terms of time in the company. Section 2: Decide When to Plan and How to Plan – Determine an effective planning date. – Define how frequently the planning will be done (yearly, bi-annually, or quarterly). Section 3: Assess Risk and Identify Potential Gaps – List the
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John A Davis was President of P&G in 1998. He created a “succession planning” process where the CEO took a two-year sabbatical, and every department head made their case for a “next generation” CEO. He wanted a “plan,” not a report, so he created a worksheet. This was to be used “before the new CEO took the job” not “after.” He also required that “the new CEO should be able to get on a plane with 2 hours notice.” In other words, they
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