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SuccessionPlanInstructions.docxAssignment: Group 1, Team Deliverable 2-Succession Planning
Due: 7 Nov @ 1159 (EST)
Purpose:
-Gain understanding of succession planning.
-Plan for future leadership that aligns with organizational values and leadership competencies
Values and Competencies:
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LSN Values |
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Customer Centricity |
Innovation |
Knowledge |
Sustainability |
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Competency 1 |
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Competency 2 |
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Competency 3 |
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Steps:
1. Use course material only-no external sources.
2. Review last week’s competencies table and job announcement.
3. Identify future leaders for the five positions with upcoming openings.
a. Sales Director-Middle East (Riyhad, Saudi Arabia)
b. Director of Research and Design (Miami, FL)
c. VP HQ Operations (Miami, FL)
d. Executive Director- North American Division (Chicago, IL)
e. Director of Finance (Miami, FL)
4. Complete the Succession Planning Table
BGMT 365 - Group Deliverable #2 - Succession Planning Table – Part One
Directions: For each of the five open positions at Life Science Nutraceuticals, Inc. (LSN)., identify the leadership competencies most needed for a successful leader in that position. Under “source” identify the source (from course materials) that you will use for support of this competency. Sources may be from Weeks One, Two and Three. One example is provided for you.
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Leadership Competencies |
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Sales Director, Middle East (Saudi Arabia) |
Global/Cultural Intelligence |
Canwell, Stockton, Dongrie, & Neveras, 2014, p. 12 |
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Director of Research and Development |
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VP of Headquarter Operations |
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Executive Director, North American Division |
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Director of Finance |
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5. Complete Succession Planning Report (for review by CEO Alexandria Marvel). Will address the following points:
a. Introduction.
(1) Overview of the importance of succession planning for LSN.
(2) Brief review of leadership competencies
b. Succession Planning as part of Mission, Vision, and Strategy.
(1) Describe how the Succession Plan aligns with LSN mission and vision.
(2) Describe how the Succession Plan aligns with LSN strategy.
(3) Describe how strategic thinking is part of the succession planning process.
6. Recommendations: Identify leadership competencies most important for each position.
7. Summary: Briefly describe to the CEO why the competency recommendations are important for LSN’s future.
