Succession Planning – Bring Talent into the Equation

Not all situations that require thoughtful succession planning will be as extreme as the one potentially facing microcredit pioneer Nobel Laureate Muhammad Yunus as specified in this article. However it is something that prompted some thought on the topic…

What would happen in your team or your business if you or another significant leader weren’t there? Would everything run like clockwork or would it all fall apart? If the latter then you may wish to give the matter some serious consideration. You never know when somebody may need time off for ill-health, to care for a family member, decides to take early retirement or simply is lured by the competition or finally setting off to France to start that vineyard…

Is there someone (or even better, several someones) being groomed to take leaders’ places? Are you taking into consideration the dynamics of the whole team? Could you be lured by the excitement of an external candidate and forget about the hardworking talent already in your company?

Maybe one of the best ways to consider succession planning – and indeed talent management – within your organisation is as a jigsaw puzzle. Who have you got at different levels that are interested in progressing their careers? Are those individuals and their teams in flow? How can you move the pieces around and still end up with the bigger picture that you desire?

The first step of getting you and your teams into flow is extremely important as that will highlight:

  • Where under performance is due to being in the wrong role or wrong accountabilities, rather than a lack of desire or hard work
  • What Talent Dynamics profile of leader is best for the team/organisation at each stage of the company’s growth
  • Where certain individuals have perhaps not been appreciated for their talents in the past and with a better understanding of each other’s value, can receive the recognition they deserve and are likely to improve their performance and contribute even more as a result

PS I found this article which has some good tips on succession planning in general. It’s not talent based, however if you apply this together with Talent Dynamics then I’m sure the long-term future of your organisation will be much more secure.

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