Tackle
leadership development
and
succession planning
PROFILE
DeRetta Rhodes DeRetta Rhodes was recently appointed Senior
shares her insights Vice President of Human Resources, Atlanta Braves.
Previously she was the Chief Human Resources Officer
on leadership of YMCA of Metro Atlanta in the US, and prior to
development and that the VP Human Resources, Financial Services, at
succession planning First Data Corporation and VP, Human Resources at
with Alan Hosking. Turner Broadcasting. Rhodes was the Chairperson at
the marcus evans HR Strategy and Innovation Summit
2019, which took place in Braselton, Georgia,
from January 27 – 29.
Why is leadership development so in that position, but often times they need
important? augmentation around leading and developing.
When leaders get into a new role, we expect We need to be much more thoughtful of this, to
them to already know all that is required provide leaders the opportunity to reach their
10
Global masterclass
International
optimal performance. make sure they are relevant and equipped to
We can provide leaders with different hats, fulfil their roles?
coaching and assessment to understand their HR needs to constantly
leadership style and what they must strengthen. scan the environment, not
That would allow them to become more only externally, which
rounded in their role, function and capabilities. is critical, but also
HR has to be much more prescriptive in how this internally. What are
is done for leaders. the demographics?
What does your QUICK TIP!
What do HR Directors need to know aging workforce Once there is a succession plan
look like? How
about succession and workforce are you building
in place, it is not the end of the
planning? strength?
story. We need to be nimble
Most organisations have been comfortable and flexible, always assessing,
with us just doing replacement charts but, with understanding and helping
What tools our leaders make those
succession planning, there are two components
to look at – performance and potential. If you does HR often assessments as well.
have a high performing individual, you need to underutilise?
consider their potential and ability to do the Data analytics. There are
next two jobs. That forces HR practitioners to systems to track promotions,
work with their leadership and think around turnover, forecasting, positions and
what components to focus on. so forth, but not many HR professionals use data
As HR practitioners, we need to become analytics effectively or holistically. It can drive
much more prescriptive of our leaders, and put all human capital initiatives and will be a game
in place succession planning tools to support changer for all of us in the HR profession.
that process. This also requires a rigorous
performance management process that also What trends should HR prepare the
works in conjunction with the succession organisation for?
planning tool, for them to both assess and put Many trends are related to the changing profile
plans in place for those leaders they are looking of our employees. Five or ten years ago, mobile
to build. devices were not used like they are today. If you
think of how many generations are sitting in your
What mistakes do even the best HR workforce, from Baby Boomers to Millennials,
Managers make in this area? that makes a difference in how people work. We
HR practitioners do not use this as a fluid never had this span of generations before.
tool. Once there is a succession plan in
place, it is not the end of the story. We need Any final words of advice?
to be nimble and flexible, always assessing, Always, always, develop yourself. HR
understanding and helping our leaders make practitioners give so much to their organisations,
those assessments as well. Changes occur providing great opportunities for staff and
that impact just succession planning, and they leaders to develop, but they do not do the same
need to ensure the process is as agile as the for themselves. We need to pour into ourselves,
organisation is. to be able to pour back into our organisations.
Workforce planning is taking a view of the The HR Strategy & Innovation Summit 2019
whole organisation, the entire employee offered HR executives from across North
lifecycle from recruiting, training, promotions America an intimate environment for a focused
to forecasting roles and so on. Workforce discussion of key new drivers shaping the future
planning is not just succession planning. You can of HR. Hosted at the Château Élan Winery and
embed on top of it the organisational lifecycle. Resort, Braselton, Georgia, on January 27 – 29,
When forecasting new positions, how are you the Summit included presentations on agility
aligning that with job descriptions? How are you in HR, predictive workforce analytics, winning
matching people, either externally or internally, approaches for engaging employees, workforce
with the strategic direction of the organisation? planning, and the art and science of building
And once you have the right people, how do you and transforming culture.
HR FUTURE · FEBRUARY 2019 11
