The Glass Ceiling, Succession Planning, and Difficult Manager

SPECIAL ISSUES IN EMPLOYEE

DEVELOPMENT
Melting the Glass Ceiling

Obtain management support and

involvement
Make a business case for change
Make the change public
Gather data on problems causing
the glass ceiling (task force, FGD,
questionnaires)
 Melting the Glass Ceiling

Create awareness of how

gender attitudes affect work
environment
Force accountability through
reviews of promotion rates and
assignment decisions
Promote development for ALL
employees
http://www.abs-cbnnews.com/business/03/07/13/ph-ranks-3rd-asia-index-womens-advancement
 Succession Planning

Identification and
tracking of high-
potential
employees capable
of filling higher-
level managerial
positions.
 Benefits
Ensures availability of
top-level management
talent
Avoids premature
promotion of personnel
not ready for upper
management ranks
Helps attract and retain
managerial employees
 High-potential employees
Employees the company believes are capable of
being successful in high-level management
positions.
A pool is identified and narrowed down after 3
stages
Stage 1: Selection
Stage 2: development experiences
Stage 3: exposure to companys key personnel and given
a greater understanding of the companys culture (CEO
participation)
 Developing a Succession Plan

1
Identify positions

2
Identify employees

3
Develop standards

4
Determine measurement of potential
 Developing a Succession Plan

Develop succession planning review

5

Link system with other HRS (T&D, Compensation,

6 Staffing)

Determine what feedback is provided to employees

7

Evaluate
8
 Helping Difficult Managers
Dysfunctional managerial behaviors:
Insensitivity to others
Inability to be a team player
Arrogance
Poor conflict management
Inability to meet objectives
Inability to adapt to changes
Problems:
Cannot motivate others
Alienate customers
Cannot get superiors to
accept ideas
Approaches for Helping Difficult Managers

Assessment

Training

Counseling

Coaching (including hiring external coaches)