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Contents Preface and Acknowledgements Chapter 1: Succession Management: The New Imperative The Reinvention Why The Renewed Interest Today The Purpose of an Effective Succession System Characteristics of Best Practice Approaches The Key Dimensions of an Effective System Corporate Strategy Sponsors and Owners Talent Identification and Talent Pools Developmental Linkages Assessors Tracking Metrics Closing Thoughts Chapter 2: Who Should "Own" Succession Management? The Most Critical Owner and Champion: The CEO and the Senior Team Human Resources: The Process Owner Ownership Below the Executive Level: The Implementers Principle 1--Build from the Bottom Up Principle 2--Involve Those Who Are Closest Principle 3--Use Performance Data Principle 4--Make Decisions by Consensus Principle 5--Time Is an Investment Conclusions Chapter 3: Defining and Identifying Talent Competency Models--The Benchmarks for Succession Sample Competency Models in Best Practice Organizations Identification Tools Focusing Efforts: Determining the "Mission-Critical" Positions Determining the Talent Pools Sample Best Practice Approaches to Talent Pools Best Practice Insights Chapter 4: Linking Succession to Development Developing for Success and Failure Weaving Development into Succession The Tools They Use Internal Leadership and Executive Education Action Learning and Special Job Assignments Mentoring and Coaching External University Courses Web-Based Courses Career Planning and Individual Profiling Performance and 360-Degree Feedback Conclusion and Best Practice Insights Chapter 5: Measuring and Assuring Long-Term Success What Is Measured? Examples of Measurement Dow Eli Lilly Sonoco Dell PanCanadian Bank of America Lessons for Long-Term Success Other Lessons for Success Smooth Transitions The "Right" Developmental Assignments Meaningful Appraisal and Feedback Appropriate Selection Criteria A Range of Good Choices Key Best Practice Insights Chapter 6: The Future of Succession Management: Bright Lights, Looming Clouds Bright Lights on the Horizon: Promising Trends for Succession Management Greater Integration and Alignment Technology Moves Succession Planning to the Desktop Increased Rigor in Assessments The Looming Clouds in Succession's Future Finding a Sufficient Supply of Developmental Opportunities Generational Resistance to Certain Opportunities Inconsistencies in Selection Criteria and Rewards Competency Models--A Flawed Foundation for Development? An Intellectual Exercise Questionable Foundations Historical Bias 360-Degree Feedback as an Administrative Requirement The Essentials for Successful Succession Implementing a New System The Foundations for Genuine Success Appendix A: Detailed Case Histories Dell Computer Company Dow Chemical Company Eli Lilly and Company PanCanadian Petroleum Sonoco Products Company Appendix B: Research Methodology
Library of Congress Subject Headings for this publication: Executives, Leadership, Executive succession, Executive succession Case studies