All organization
has certainly thought about succession planning. But research shows that most organizations
don’t do it very well. Succession planning
isn’t just a HR issue. It is a difficult,
perplexing business issue that requires attention from the ‘top’. Start / improve / install good succession
planning in your organization by:
- Thinking about your mission-critical roles
- Being very clear about the role and leadership requirements (competencies)
- Assessing risk including the likelihood of retirement / turnover
- Assessing people (who we have for the roles)
- Assessing the environment (what we have to do to get them ready)
Most
executives and high rank managers confuse performance and potential. Usually it’s because they do not have a good
definition or valid measure of ‘potential’.
Most excuses use ‘today’s performance’ to assess potentials.
The psychological
construct of learning Agility is the only known measure of potential where
research shows the individuals with high level of Learning Agility are more
successful after promotion. To be ‘successful
in the world of succession’ the only requirement is to identify these people
early, develop them correctly, retain them successfully and utilize their
skills wisely.
Shared
from:
Success
in the world of succession
Talking
HR by Graeme Field
StarBiz,
Tuesday 23 April 2013
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