Scripps Interactive

SUCCESSION PLANNING

Industry Challenges (cost and quality) Succession/recruitment Mentorship declines Millennial Implications Mid-advanced career developmental actions Linked Compensation Systems Diversity of all types

Challenges in Media Leadership

Interactive Media Optimization Through Leadership &

Organizational Excellence

Evidenced

Based

Leadership

Development

Improved

Leadership

Improved

Organizational

Performance

Improved

Financial

Performanc

e

The Intersection of Media Leadership

Achievement Orientation

Community Orientation

Financial Skills

Information Seeking

Innovative Thinking

Strategic Orientation

Analytical Thinking

Accountability

Impact & Influence

Information Technology Management

Initiative

Performance Measurement

Process Mgmt & Org Design

Project Management

Communication Skills

Change Leadership

Collaboration

Organizational Awareness

Interpersonal Understanding

Professionalism

Self Confidence

Self Development

Talent Development

Relationship Building

Human Resources Management

Team Leadership

Early Mid Advanced

Tra

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eo

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Interactive Media Competency Based Modeling Process

Core Principles Underlying Succession Planning

• Leaders really do matter … in managing/driving accountability, results, culture.

• Performance is what counts … top performers over high potentials

the “what” & “how” both count.

• Today’s top performing leaders aren’t necessarily tomorrow’s …

even our best leaders can fall behind or derail.

• Talent is an enterprise resource … willingness to share talent makes

the system work.

• A broad set of experience & assignments is the best classroom …

yet a balanced approach is still necessary for development.

• It’s incumbent upon today’s “top-performers” to leave a legacy of future talent …

current leaders must teach, mentor, & role model others on what

it takes to succeed.

• Invest in the best … focus the rest.

FOUR LEVERS FOR LEARNING

On-The-JobExperiences

Mentoring or Coaching

Training or ContinuingEducation

Motivated Self-Development

55-65%

25-30%

5-10%

5-10%

“There are two kinds of people in organizations: Those with 20

years experience and those with one year’s experience

repeated 20 times.”

—Gene Dalton, BYU

Leadership Development =

V+C+L

Variety of Experiences +

Challenging Assignments +

Ability & Willingness to Learn

—Center for Creative Leadership

Assessment of

Key Positions

Identification of

Key Talent

Assessment of

Key Talent

Generation of

Development Plans

Development

Monitoring & Review

Key

Elements

Succession Planning: Key Elements

1. Assessment of Key Positions:

• What are the competencies and experiences needed

to qualify for each key position?

2. Identification of Key Talent:

• Typically people at the top two levels of the organization

and high potential employees one level below.

• Identified by their management’s assessment of their

performance and potential for advancement.

3. Assessment of Key Talent:

• For each person on the radar screen, primary development

needs are identified focusing on what they need in order

to be ready for the next level.

Succession Planning: Key Elements

4. Generation of Development Plans:

• A development plan is prepared for how we will help the

person develop over the next year.

5. Development Monitoring & Review

• An annual or semi-annual succession planning review is

held to review progress of key talent and to refresh or

revise their development plan.

Succession Planning: Key Elements

Leadership Continuity

To identify key contributors that have the leadership potential to fulfill the organization’s vision, goals, and business strategy.

To accelerate their development.

To maximize the organization’s bench strength: have the

right person for the right job at the right time.

To nurture your future leaders

General Objectives

Succession Planning is Not an event, but rather a PROCESS, Not an Event.

Lead through selection.

Lead through development.

Lead through Retention.

Leading Through Succession

Four Effective Predictors of Leadership Potential

1. Actual performance.

2. Feedback on Candidates effectiveness.

3. Absence of derailment factors in the Candidate’s profile.

4. Candidate’s cognitive ability and personality characteristics.

Selection Process

Motivating others to pursue a collective goal.

It is influence & persuasion, not domination.

Creating cohesive and mission-oriented teams.

Directly related to team performance.

Leadership

Actual Performance

Evaluate actual performance of candidate’s team or organizational unit.

Evaluate real-time performance data: Sales Expense control Profit Productivity

Effective Predictor 1

Derailment Factors

Look for these tendencies which are proven correlates of managerial careers that flounder, stall, or derail.

Overly controlling Exploitative Micro-manage Resist using appropriate consequences Arrogance Overly Political Egotistical Irritable Passive-aggressive Vindictive Abrasive Insensitive Aloof

Effective Predictor 3

Psychological Characteristics

Intelligence & intellect. Innovative, broad-minded, curious, willing to take risks, and possessing raw intellectual horsepower.

Conscientiousness: Prudent, will to achieve, responsible, solid integrity, strong work ethic, planful and organized.

Sense of Urgency: Assertiveness and Ego Drive: being extraverted, high-energy, fluent speaker, desire to advance, eager decision maker, and persuasive.

Emotional Stability: This involves Ego Strength: being self-confident, self-accepting, balanced, stress resistant, tolerant of uncertainty, graceful under pressure, flexible, and effective at handling conflict and negative feedback.

Agreeableness: Being empathic: understanding, cooperative, friendly, effective communicator, trusting, and good natured.

Effective Predictor 4

The Data Platform

1. Build a position profile: Identify the Critical Success Factors for the position.

2. Assess candidates for leadership skills and styles, strengths, gaps, and potential.

3. Design a developmental action plan for each candidate and incorporate it into their performance management process.

Development Process

Review current job description and identify any needed revisions.

Interview current job holder to assess for Critical Success Factors.

Gather input from key internal & external customers.

Build an Ideal Profile.

The Position Profile

Assess by design, not by chemistry

Interview for motivational determinants.

Collect 360 data for leadership skills and leadership styles.

Test for intelligence and emotional factors: Caliper Profile 16PF DiSC

Conduct a “gap analysis” Where you are vs. where you need to be.

Assess Candidates

Debrief candidate and manager on overall assessment findings.

Discuss the gap analysis comparing findings with CSFs for the job.

Have candidate design a Blueprint for Action for their development plan.

Reach consensus on the candidates plan and ensure it is fully linked to the company’s going-forward strategy.

Design Action Plan

POSITION INCUMBENT NOW 1-2 YEARS 3-5 YEARS

EVP Operations John Doe Linda Evans Kevin O’Conner Conrad Reagan

SUCCESSION PLAN

NAMETITLE

LOCATIONSALARY CODES

HIGHEST ATTAINABLE

POSITIONAVAILABILITY ISSUES

Linda Evans $00,000 FWX VP Operations Ready in 1-2 yearsX-Functional assignment to Operations

Successful mentorship roleCommunity service involvement

Kevin O’Conner $00,000 XF CFO Ready in 3- 5 years

X-Functional assignment to Finance

Conrad Reagan

$00,000 X VP Business Development

Ready in 5+yearsContinue education.

W = Female F = Cross Functional Potential P = Female/Minority

M = Minority X = Cross Divisional Potential

HIGH POTENTIAL & PROMOTABLE SUMMARY

C

ODES

ExceedsStandards

Linda

POTENTIAL

High Potential

AtStandard

Kevin

Promotable

Conrad Experienced Professional

Below Standard

Manage Out

Too New

Below Standard

AtStandard

ExceedsStandard

LEADERSHIP ASSESSMENT SUMMARY

DIRECT REPORTS

BEHAVIORS

R

E

S

U

L

T

S

High Potential:

An individual who has demonstrated the capability to make two vertical moves within the organization within a 3-5 year time frame.

Promotable:

An individual who is capable of making one vertical career move within a five-year time frame. The end result would be a position with more scope and complexity and greater responsibility for dollars, people, capital resources, decisions, etc. This person occasionally exceeds and never misses high expectations.

Experienced Professional:

A strong individual contributor or manager that is highly competent, respected and continues to meet raised expectations.

Manage Out:

This individual needs to be removed from the position and /or the organization. An upgrade in talent should be moved in from the succession plan or from outside the company. This person is either not meeting or will not in the future meet raised expectations.

Too New:

This person has typically been with the organization or in a new role for fewer than six months.

Define The Candidates

“You won’t remember, when you retire, what you did in the first quarter of 2012, or the third. What you will remember is how many people you developed. How many people you helped to have a better career because of your interest and your dedication to their development.”

A Final Word