Succession Planning

Christopher M. Parfitt

doi:10.5771/9781475860948

Succession Planning

A Framework and Guidelines for School Leaders

1. Auflage 2022

Kein Zugriff

doi.org/10.5771/9781475860948
ISBN print: 978-1-4758-6092-4
ISBN online: 978-1-4758-6094-8
Rowman & Littlefield, Lanham Rowman & Littlefield, Lanham

Im Shop erwerben

Abstract

Succession planning is a concept not well known nor used in education. Businesses, non-profit entities, medical organizations, and the military have used many of the concepts for decades with varying degrees of success. A framework and practical guidelines are provided for anyone with hiring authority or interest in leadership development in educational organizations. The identification of future talent, the targeted and specific development and mentoring, and the retention of the most promising employees comprise the three major components to a quality plan. Most importantly, the unique organizational culture must be considered across every phase. A lack of planning can be costly and detrimental to performance, which in an educational setting equates to lower student achievement. A quality succession plan can be used to foster engagement from all levels of stakeholders and ensure qualified individuals are prepared to assume positions of greater authority at every level of the organization. There is no universal answer, no “one-size-fits-all” approach; however, with strategic initiatives and the proper support from senior leaders, a leadership pipeline can be established in any educational organization, not just for the present, but for future needs.

Schlagworte

Leadership pipeline sustainable leadership human capital planning human resources planning

Kapitel Ausklappen | EinklappenSeiten
i–xvi Preface i–xvi
1–10 An Introduction to Succession Planning 1–10
11–24 Basics of Talent Identification 11–24
25–32 Multiple Measures of Talent 25–32
33–42 Internal versus External Sources of Talent 33–42
43–52 Characteristics of High-Potential Talent 43–52
53–60 An Overview of Talent Management 53–60
61–70 Avoiding Generic Training 61–70
71–80 Targeted and Specific Development 71–80
81–88 Mentoring 81–88
89–98 Issues of Retention 89–98
99–108 Practical Solutions for Retention 99–108
109–118 The Importance of Culture for Retaining the Best 109–118
119–128 Bringing a Plan to Fruition 119–128
129–138 Assessing a Plan 129–138
139–146 Final Thoughts 139–146
147–150 Index 147–150
151–152 About the Author 151–152

Durchsuchen Sie das Werk

Geben Sie ein Keyword in die Suchleiste ein

Diese Webseite verwendet Cookies

[#IABV2_TITLE#]

Succession Planning

Abstract

Schlagworte

Durchsuchen Sie das Werk