{"id":211525,"date":"2019-11-21T15:12:00","date_gmt":"2019-11-21T15:12:00","guid":{"rendered":"https:\/\/letstalktalent.co.uk\/?p=211525"},"modified":"2023-11-29T13:26:23","modified_gmt":"2023-11-29T13:26:23","slug":"what-is-succession-planning-how-you-can-get-started","status":"publish","type":"post","link":"https:\/\/letstalktalent.co.uk\/blog\/what-is-succession-planning-how-you-can-get-started\/","title":{"rendered":"What Is Succession Planning? & How You Can Get Started"},"content":{"rendered":"\n

Beginners Guide: How to future proof your organisation by having the right succession conversations<\/h2>\n\n\n\n

With the end of the year coming up, most organisations will be gearing up to conduct their employees\u2019 annual reviews. Whilst feedback on performance is great, those meetings present an additional, and seldom used opportunity to go much further. Indeed, most managers will focus on employees\u2019 performances within their current positions and not touch on development or future roles at all. <\/p>\n\n\n\n

But what if you could use those conversations to further join the dots and ensure a comprehensive audit of what talent you have now and what you need for the future? <\/p>\n\n\n\n

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Succession planning<\/a> aims to do just that. Often thought of as reserved for the c-suite to carry out the delivery of the business vision, it is in fact much broader. By allowing you to identify key high potential candidates, as well mapping out the pathway to help them step up to the plate, succession planning is a must in any company\u2019s talent management toolkit. <\/p>\n\n\n\n

Yet, when asked whether HRD\u2019s are able to identify the future leaders of their businesses, only 42% of our Talent Diagnostic Survey respondents were confident they could. So why is succession planning still a struggle for organisations? <\/p>\n\n\n\n

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What is succession planning? <\/strong><\/h2>\n\n\n\n

Put simply, it is about having the right people, in the right roles, doing the right things. How can you plan your long-term growth strategy without knowing who will be there to deliver it? So whilst most business leaders will be satisfied that critical roles are filled, those with succession planning in mind will think further and list out the traits, behaviours, and attributes needed for the organisation to thrive, as well as the employees that exhibit those traits. Because once you have identified your key people the important work begins. It\u2019s not just about spotting future leaders: it\u2019s also about giving them the tools they need to become rock stars. <\/p>\n\n\n\n

Most of those candidates will probably come from your internal talent pool. But what if this long-term mapping exercise led you to discover some gaps in key areas? What if loosing employees became a threat to your business\u2019 future? Growing internal talent is of paramount importance to ensure strategic continuity. But some may also discover that recruiting people outside the organisation to plug future gaps could become a necessary tool to ensure the right team is in place. <\/p>\n\n\n\n