“Succession planning is a process for identifying and developing internal people with the potential to fill key leadership positions in the company. “
– Wikipedia 2011
Succession planning is both a roadmap and a risk-management tool as you are moving up or moving on.
- Builds on the knowledge and skills of your existing staff. They know you, and they know your organization’s stakeholders.
- Allows you to promote from within, which greatly assists in retaining and recruiting talented employees.
- Prepares your organization to deal with the unexpected with less trauma.
Strategic planning lets you:
- Identify what you want to do next – inside or outside your organization.
- Obtain the skills and knowledge to do your next job.
- Discuss your career objectives with your management, your board, and your other stakeholders.
- Move up or move on because management knows you have developed your replacement.
Successful planning lets you:
- Identify staff who have the greatest potential to replace you, and then:
- have them shadow you; and
- give them exposure and opportunities to present at meetings and conferences.
- Encourage staff to:
- identify and develop the knowledge and skills necessary to do your job;
- accept challenging assignments; and
- be visible to – and gain the confidence of – your management.
- Create cross-training opportunities by:
- encouraging staff to learn about your department, your organization, and your industry and
- challenging them to volunteer to help other departments, serve on task forces, and/or cover for someone who is on vacation or extended leave.
From planning their own futures to helping plan the future for others, people need to have multi-year perspectives. Because this is so difficult, and it is not intuitive, people hire me to coach them.