Talent to Value Management for C-level and Beyond: Session 4 (Video Training) (PowerPoint PPTX Slide Deck)

This is session 4 of an online training program on Talent to Value Management for C-level (and beyond), developed by Dr. Charlie Bishop.

It includes:
•  Training presentations
•  Video training (MP4)
•  Leadership Pipeline® Dashboard (DOCX)
•  How a Board Should "Talk Talent" with Its CEO whitepaper (PDF)

Dr. Charlie Bishop is an accomplished, seasoned executive and published author. Charlie has over 20+ years of experience in senior level positions at Fortune 100 companies, including Federal Express, Baxter, and Bank of America, leading these organizations through significant changes.

Succession planning doesn't need to be a high-drama crisis—make it seamless through proactive talent insights and ongoing C-level conversations.

This session equips executives with a summary of tools to turn succession planning into a non-event and align talent with strategy for sustained leadership strength.

Core Framework behind this concept

C-level leaders demand insights into differentiating talent and organizational capabilities to mitigate risks such as leadership gaps or poor deployments.

The approach provided in this session unfolds in three phases:
• Highlighting exposures (e.g., bench strength, pivotal positions),
• Identifying Talent Management Operating System priorities, and
• Pivoting to dashboards delivering actionable intel.

Quote from Anne Mulcahy (ex-Xerox CEO): Information sets the tone: gradual knowledge-sharing makes transitions "almost a non-event."

Five Momentum Tactics to push the issues forward will be summarized

• “Field of Play” Discussions: Customize and share to engage leaders on talent needs tied to customers/services—keeps strategy-talent alignment front and center.
• Development Heat Chart: Rate position stretch; distribute to lobby for thoughtful promotions/deployments over reactive moves.
• Talent Philosophy: Probe "What's our stance?" to force dialogue on investments, avoiding individual biases that breed mediocrity pyramids.
• Leadership Pipeline Dashboard V2: Build with HR/IT input for C-level views—demo shows bench matrices, forecasts, and tracking.
• Human Resources as a Talent Factory: You will be provided with a Survey to ascertain if your organization is trending to becoming a Talent Factory, and a strong suggestion to reconfigure HR to focus on being a manufacturing talent; expect pushback, but push for systemic change.

Key Tools & Insights

You will receive the questions that are distilled in 28 Insight Reports: The raw data was gathered in the process that Fred Smith, the founder and CEO of Federal Express and Dr. Bishop launched in their early start-up days of what is now FedEx…using ‘just a conversation’ –this is now the acclaimed Human Asset Inventory(R).

The Leadership Pipeline(R) Report — this framework contains 28 insight reports (e.g., Succession Coverage, Leadership Risk, Pivotal Position Analysis) blue for baseline, red for progress tracking. This is predecessor of what is now a CEO Decision Support System.

Note: The CEO Decision Support System is overviewed in this session, since it is part of the evolution—the maturation — of the information required by an organization's overall services to grow the Leadership Pipeline you need. An in-depth look at that tool and discussion will be provided in the next session—Session 5.

Three levers play a key role in putting in place a solid Leadership Pipeline:
• 1st Lever: Alignment with HR/C-level executive leadership,
• 2nd Lever: Differentiating qualitative data via Human Asset Inventory, and
• 3rd Lever: Consumable insights from the data—no bad input allowed!

In summary… Making Succession Planning a ‘non-event’ that must be on your agenda!

Dr. Bishop's program aims to change this by providing a proven framework and turnkey toolkit—scalable to any size of organization. Our methodology is a refreshing and different, common-sense approach, which will work for you and for your organization. You will learn best practices discovered in premiere organizations, such as FedEx, Baxter International, Bank of America, and other firms. You will also come to discover and understand how we have truly over-complicated this talent issue. Thus, this program will be about simplification and "common sense" workable solutions.