TITLE -- COPYRIGHT -- ABOUT THE AUTHOR -- Dedication -- CONTENTS -- SECTION 1 Succession Planning: An Overview -- THE TRUE MEANING OF SUCCESSION PLANNING -- Recognizing Key People -- JUST-IN-CASE STUDIES: WHAT WOULD YOUR COMPANY DO? -- THE IMPORTANCE OF A SOLID PLAN -- REASONS FOR A SUCCESSION PLAN -- #1. Identifying Highly Talented Individuals -- #2. Promoting Employee Development -- #3. Refining Corporate Planning -- #4. Establishing the Talent Pool -- HOW RESTRUCTURING AFFECTS SUCCESSION PLANNING -- OTHER FACTORS AFFECTING SUCCESSION PLANNING? -- The Common Problem Areas -- YOU BE THE JUDGE -- What's Wrong with This Picture? -- SETTING THE STAGE -- CHOOSING YOUR APPROACH -- SUCCESSION PLANNING VERSUS REPLACEMENT PLANNING -- SECTION 2 Establishing a Need for Succession Planning -- PRESENTING A CASE FOR CHANGE -- UNCOVERING PROBLEMS -- Formulate Your Questions -- DEFINING YOUR NEEDS -- CONNECTING THE STRATEGIES -- Defining Strategy -- FINDING OUT WHERE YOU STAND: BENCHMARKING -- MORE TOPICS TO CONSIDER -- PROPOSING A VISION FOR CHANGE -- Your Guiding Light -- GETTING COMMITMENT -- SECTION 3 Defining Responsibilities to the Program -- DEFINING RESPONSIBILITIES AND FUNCTIONS -- DEFINE RESPONSIBILITIES -- #1: Develop the Mission -- Where to Start -- Answer and Discuss -- #2. Write the Policy -- #3: Incorporate Plan Procedures -- #4: Define Target Positions -- #5: Define Additional Succession Positions -- #6: Prioritize Program Activities -- Suggested Activities -- DEVELOP A STRATEGIC ACTION PLAN -- COMMUNICATING THE PROCESS -- Joining Forces -- Off and Running -- COMMUNICATION THROUGH TRAINING -- SECTION 4 Identifying Key Positions -- IDENTIFYING KEY LEADERSHIP POSITIONS -- What Are Key Positions? -- IDENTIFYING KEY POSITION CRITERIA -- POSITION ANALYSIS -- Define the Dimensions -- DETERMINING ESSENTIAL CHARACTER QUALITIES.

The Circle of Leadership -- EVALUATING INDIVIDUAL PERFORMANCE -- The Connection -- EVALUATING TEAM PERFORMANCE -- SECTION 5 Forecasting Future Needs -- PREDICTING FUTURE NEEDS -- POSITIONING THE JOBS -- SELECTING YOUR DREAM TEAM -- ASSESSING INDIVIDUAL POTENTIAL -- EVALUATING INDIVIDUALS FOR FUTURE OPPORTUNITIES -- The Feedback Process -- SECTION 6 Assessing Your Organization's Climate -- CREATING A CLIMATE FOR LEADERS -- Dimensions of Climate -- Action Dimension -- Functional Dimension -- PRESENTING A VISION OF LEADERSHIP -- Maximizing Management -- Development Guidelines -- NURTURING TALENT -- PROVIDING THE RIGHT TOOLS -- SUPPORTING LONG-TERM COACHING -- LEARNING TO FLY -- Continuous Improvement -- IMPROVING WITH TEAMS -- SECTION 7 Promoting Employees: The Search From Within -- FINDING THE STRENGTH FROM WITHIN -- TRACKING POTENTIAL SUCCESSORS -- REFINING YOUR INTERNAL PROMOTION POLICY -- Provisions -- PREPARING PROFESSIONAL DEVELOPMENT PLANS -- Preparing for Professional Development -- Development Goal -- INTERNAL PROFESSIONAL DEVELOPMENT -- SECTION 8 Choosing A Succession Planning Design -- SELECTING SUCCESSION PLANNING DESIGNS -- Traditional -- Nontraditional -- CONSIDERATIONS TO REPLACING KEY POSITIONS -- 1. Is the position still needed? -- 2. Is there another way? -- 3. Is reallocating an option? -- 4. Can other departments do the job? -- 5. Can the work be done by a contractor? -- 6. Is the work flexible but necessary? -- EXERCISING FREEDOM TO CHOOSE SUCCESSORS -- TRACKING OPTIONS -- SECTION 9 Analyzing Your Results -- PROVIDING PROOF POSITIVE -- Evaluations -- Asking the Right Questions -- DISCOVERING CAUSE AND EFFECT -- Observation -- USING THE RIGHT INSTRUMENT -- Satisfaction Assessment -- Progress Made -- Placements Completed -- Organizational Goals -- THE VALUE OF A COMPLETE ASSESSMENT -- STAYING FOCUSED -- Final Comments.