Succession Planning
Are you working in a company or law firm where leadership consultants help leaders develop an effective competency-based succession plan? Does your company or law firm provide executive coaching and leadership development for their valued leaders?
One of the most powerful questions you can ask is “Do we have an effective succession planning process to assess and develop future leaders?” Emotionally intelligent and socially intelligent organizations provide executive coaching and leadership development for exceptional leaders at all levels of the organization.
Identify and Develop Leaders
The quality of leadership at every level has a huge impact on everyday operations, and it determines every worker’s level of engagement. People who have the right talent can accelerate their growth as long as each new job assignment helps them build their core capabilities and acquire new ones, provided they’re given timely and precise feedback.
The goal of Succession Planning is to identify a “talent pool” that can be developed in preparation for future responsibilities and considers not only past performance but the future potential of the individual. Additionally succession planning anticipates changing business needs and prepares the talent pool to meet these future needs rather than replicating what the organization has right now.
Taking a pro-active approach to succession planning that incorporates these four processes is vital to an organization’s enduring success.
1. Align Competency Models with Business Strategy
What competencies must people exhibit to move the business forward today and in the foreseeable future? Competency Models define the critical behaviors needed for effective and superior individual and organizational performance. Simply defined, a competency is a set of related behaviors that (1) impact job performance; (2) can be measured against established standards; and (3) can be improved through training and development. When creating your Competency Model begin with your business strategy. As a company, what must you accomplish to be successful? What must your people accomplish?
2. Identify Critical Positions
Succession planning is not only for the top levels in the organization. In defining your succession planning strategy, identify your most important positions.
3. Assess Current Talent
Understanding the makeup of your current talent pool is critical. The goal is to evaluate the target group on a performance vs. potential matrix to pinpoint your talent pool.
4. Career Development
Many organizations create a succession plan, yet fail to develop, grow or retain the talent they have targeted. Communicate critical competencies for current and future roles. Provide growth opportunities such as job rotation, mentoring, education or skill-building activities. Identify opportunities for leaders to practice skills they will need in future roles.
Whether a company pays attention to it or not, the succession of people is often the difference in an organization’s sustainable success. Does your company have the requisite leadership bench strength to be competitive in the future?
Working with a seasoned leadership consultant and executive coach trained in developing Competency Models and Succession Planning and incorporating leadership assessments such as the Bar-On EQ-i and CPI 260 can help company leaders create an effective succession planning process. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision and mission of your company or law firm.
I am currently accepting new succession planning and leadership coaching clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to mbrusman@workingresources.com.
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