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Succession
planning
Succession
planning is a critical element in talent management and, as
such, a core strategic HR initiative. But succession planning
need not be exclusively top down. It is important to avoid
the trap of promoting clones of existing top management. Keep
in mind the popular saying: "Nothing fails like success,"
which means that tomorrow's success might need quite different
skill sets than you have in place today.
Succession
planning steps
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- Determine
the strategic needs of the business first and foremost asking
rigorously what the business will need in the way of talent 5
years hence.
- Assess
candidates objectively - see page on
Management Assessment.
- Use 360
degree feedback to collect anonymous data from diverse stakeholders.
- Prepare
candidates for advancement.
- Prospective
senior level successors need to acquire transition management
skills as well as the skills for the target job itself - See pages
on handling transitions.
- This means
providing ongoing integration support - transition coaching.
- Too many
newly appointed executives are left to sink or swim.
- Poor integration
is explained by blaming the selection process.
- Review
integration progress over first year following appointment.
- On the
need for better integration of outsiders, see: Top
job, new company.
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All
pages written by Mitch
McCrimmon, Ph.D. and copyright © Self Renewal Group 1996-2008
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