Succession planning<\/a> came top of the list. <\/p>\n\n\n\nIn previous blog posts, we\u2019ve spent some time exploring the concept of succession planning and why it is key to delivering any business strategy. However, what our Talent Diagnostic Survey tells us is that whilst most of you know you should have a succession planning strategy in place, it\u2019s clear the operational phase can be a struggle. <\/p>\n\n\n\n
So it\u2019s time to put aside the theory books and actually get down to some practical tips to get you going on the road to developing a kickass implementable plan. However, the key to getting to that stage isn\u2019t magical fairy dust. It involves taking a moment and stepping back to figure out exactly what succession planning means for your unique business, its context and size, and the resources you may need to get started.<\/p>\n\n\n\n
Whilst we can\u2019t do the work for you, we can definitely point you in the right directions with a set of established tools which precisely blend science and art, but overall put the human first. <\/p>\n\n\n\n
Below is a list of key questions you should be asking within your organisation in order to start determining what a successful strategy would look like for you. These are conversation starters and not only relate to succession planning but your whole talent management approach. We sincerely hope they generate many more follow up questions and open discussions. We also hope they help you establish the foundation for the implementation stage that will inevitably come next.<\/p>\n\n\n\n
Question 1: Will we be fully open and transparent, or more reserved and discreet? <\/strong><\/h3>\n\n\n\nNo, this isn\u2019t a trick question. We\nall know the box we should be ticking is the open and transparent one. I mean,\nnobody sets up to have top secret conversations about career progression in\ndark conference rooms behind the water cooler. But whilst the goal would be to have\nopen and honest conversations, the reality is that not everyone will have the\nmeans to implement this in a concrete way. Resources available, organisation\nsize, your business strategy and gaps in your leadership capabilities may\ndictate discretion. Will you want to\nensure that every employee has the same experience? Or maybe you are at the beginning stage of the\nprocess and want to start with one department as a test bed? This may require\nkeeping things under wraps for a little while. <\/p>\n\n\n\n
Open conversations can also be hard to handle, so ensuring that your leadership team is up to the task of dealing with difficult conversations about career expectations will be critical in answering this question. At Let\u2019s Talk Talent, we believe in connecting people with purpose. And we know that sometimes means telling the truth, however hard it. Employees may have different views of their own skills, ambitions and career options within the organisation. Working with them to ensure they find their true purpose may require some additional coaching ahead of the succession planning rollout. <\/p>\n\n\n\n