Tips for Succession Planning

Make sure the plan is doing what it was designed to do. This is one of the most important things to be mindful of for succession planning. Because you put so much detail and attention into the planning process, it is easy to feel like all of the work has already been done. The planning […]

Sometimes there is not enough time to give the high potential internal candidates to develop the new skills needed before promoting them. It can be better to hire an external candidate rather than pushing an employee into a position they are not ready for. In this case, you should always be looking for candidates that […]

While it is often not considered a good idea to inform employees of their status in the company, it can be very beneficial if the high potential candidates are aware they are on track for higher positions. These candidates will be less likely to leave and more likely to become motivated and more engaged. Having […]

If the talent development is working correctly, there should be many candidates gaining more skills and experience. Having multiple people prepared to move up provides you with a better pool of candidates to choose from to fill the position. It is always better to have a surplus of options, than to be left with none. […]

Putting leaders in charge of mentoring potential candidates’ serves two purposes: it gets the mentor involved in the future of the company, and it gives the mentee an experienced employee to get advice from. This is also a great method for passing on information. If an agency’s CEO/CFO abruptly leaves, for example, valuable information about […]

It is important to combine learning with hands-on experience to fully prepare the candidate for the requirements of a higher position. This could mean offering high potential candidates opportunities for certifications or advanced degrees, and sending them to professional conferences to learn from other experts. A good example in the Public Safety area includes sending […]

In order to groom your employees for these positions, they need to be given new opportunities that will foster development. By assigning employees to different teams or new divisions they can gain new skill sets and be exposed to fresh experiences. This includes management skills, leadership skills, and project management skills. Some firms have established […]

Having a database of potential internal candidates with their relevant skills and experience can reduce the time needed to identify high potential employees. Sometimes it is beneficial to have the employees be in charge of updating their own records. Their entries could be a list of updated training, certifications and education. It is important to […]

State clear and attainable expectations for what qualities the ideal candidate would need to have. Clearly defined job descriptions with sections for required skills, experience and education should be included. (See my separate blog for extra tips on how to create effective job descriptions). It is imperative to know the direction the firm/agency is headed […]

In order to design a successful succession plan, you need to first know your company/agency. Who supervises whom? Who handles which functions? Know the full organization of your company/agency. In planning ahead you need to take into account how many employees may be leaving or retiring.  What would you do if one of your top […]

What would you do if a senior member, top manager, or chief employee fell ill, resigned, or had to be fired? Are you prepared to fill sudden, unexpected vacancies within your staff? As you grow your leadership, you need to know the key succession planning tips for effectively handling the changing workplace. Learn how to […]