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SUCCESSION PLANNING

Identifying Your Replacement
Who are the future leaders in your organization? What character traits will best serve them when stress is at its peak and the proverbial poop hits a fan?  This seminar details the skills and talents they must have in place before they can truly take over yours or your manager’s positions.  If some of your employees or staff don’t seem to have the intrinsic abilities to lead, how can they obtain and absorb those skills?  Your new hires and your upper cadre will represent your lasting legacy, so how are you guiding these future leaders, and what active role can you take in their development?

LEARNING OUTCOMES:
1. Participants will receive wonderful tools for not only indentifying who will represent your future power base, but how you can help them along on their leadership path.
2. Participation in this highly interactive session will not only help you inculcate those skills, but create an opening where there is immediate acceptance to absorb them.
3. Participants will be reminded that your example isn’t the most important thing in employee development, it is the only thing.

SPEAKER:
Mac Alexander MacDonald, LYFE Enhancement Company

How to go From Individual Efforts to Real Succession - Making the Plan Real!
History allows one to have a  keen eye focused on what an organization should look like when they are no longer there to lead. individuals need to be groomed for advancement, management needs to fill in the gaps of expertise that arelacking, and the organization needs to be exposed to all aspects of that leader's position. Some people are very uncomfortable carrying out a succession plan and fail, while others are wildly successful!  This program presents the challenges, successes and bumps in the road of developing a succession plan and then making it real! It will help you see what you need to do to grow into a leader of facilities management and what the leaders need to do to truly leave a legacy.

LEARNING OUTCOMES:
1. Participants will learn action items for individuals that have leadership aspirations.
2. Participants will discuss how to develop a strong succession plan with their leaders.
3. Participants will take away an understanding of how to make a succession plan real.

SPEAKER:
Kathleen Schedler, University of Alaska/Fairbanks               

Succession Planning through Collaborative Independence
You've heard for many years that “the winds of change, they are a blowing;”; that the Boomers are on the way out in droves; and there is going to be a loss of knowledge and a decrease of work force numbers. You've heard about the 4 generations in the workplace, and how they define themselves and how they perceive each other.  Well, it's time to start developing and implementing practices whereby the generations are going to work collaboratively, resulting in a succession plan that will result in a transfer of knowledge and paths that let  the younger generation step up to fully take the reins in the workplace.  How can that be done? In this session you will discuss and hear about what I call “Collaborative Independence.” We will consider how to successfully collaborate so that each of our generations are enabled to utilize our talents to their fullest, and transfer knowledge in relational ways to accomplish our stated purposes. And,  doing so without fear of someone “tramping on our perceived territory” or  being “protectionist about our perceived territories”.

LEARNING OUTCOMES:
1. Participants will learn about the necessity for, and power of, leading through Collaborative Relationships in the facilities arena.
2. Participants explore how Collaborative Relationships can greatly enable individuals and organizations to excel and accomplish their goals and purposes.
3. Participants will hear examples of how Collaborative Independence results in “unforeseen benefits” as compared to a “spirit of independence” that is concerned with staying within “borders and personal territory.”

SPEAKER:
James Barbush, The Pennsylvania State System of Higher Education 

Scandal and Headlines: Could it Happen to Your Facilities Organization?
After an audit that uncovered improprieties, control failures, fraud, and theft, the New Mexico State University Office of Facilities and Services was reorganized and rebuilt from the ground up.  In the simplest form, this presentation is a case study to help the facilities manager determine if their facilities organization has the proper controls in place to mitigate scandal and loss—and  hold people accountable quickly when it does occur. This presentation will assist you in asking the right questions and evaluating the answers. A checklist will be provided.  More importantly, however, the discussion will also be about the interrelationship of finance, management, and maintenance. While proper business practices certainly would have mitigated the problem, audit controls alone are not enough. Not only were management controls lacking, but a sense of entitlement had become rampant.

LEARNING OUTCOMES:
1. Participants will come away with questions to ask of the facilities organization on their campus that will help identify the "warning signs" that lead to undesirable activities. Federal guidelines (Circular A21) regarding work on grants and contracts will be discussed.
2. Participants will learn ideas that work to combat the sense of entitlement that leads to the rationalization for theft and fraud. Approaches to initiate and implement organizational culture change will be introduced.
3. Participants will discuss the advantages and disadvantages of financial “best practices” for the various workflows and processes that take place in a Facilities Management Organization will be presented.

SPEAKERS:
Angela Throneberry, New Mexico State University; Glen Haubold, New Mexico State University