Developing a long-term vision for leadership succession requires tight strategic planning, proactive talent development, and the promotion of a learning and growth culture. By developing a strategy, you gain a clear vision of where you want to go and what your mission and goals are. Your plan of action will, therefore, be much stronger. If you don’t develop a strategy or have one created and then neglect it, you may end up in an undesirable pitfall. After all, if you don’t know where you want to go, you won’t get there. Here are some tips on how to avoid that pitfall:
What Is the Goal?
Clearly articulate the organization’s long-term goals and strategic priorities. Identify the leadership competencies, skills, and qualities needed to achieve those goals. Adjust your efforts accordingly.
What Do We Already Have in House?
Look around you and identify employees who have the potential for future leadership roles.
Timelines and Responsibilities
Outline processes for identifying, developing, and transitioning future leaders. Establish criteria for evaluating potential successors and defining development paths.
Nurture Potential Leaders
Implement programs and initiatives to nurture and develop leadership talent at all levels of the organization. Provide leadership training, mentoring, coaching, stretch assignments, and cross-functional exposure opportunities to help nurture future leaders.
Promote Diversity and Inclusion
Establish a pipeline of leadership candidates by actively seeking talent from diverse backgrounds. Provide access to development opportunities and embrace diverse perspectives and experiences to enrich the leadership pool and drive innovation.
Communicate Carefully
Engage senior leaders, managers, and employees in discussions about planning and alignment with the organization’s strategic objectives. Encourage buy-in and participation at all levels of the organization.
Rule Succession Governance
Assign responsibility for succession planning and oversight to, for example, the board of directors, the executive leadership team, or a special committee. Ensure regular evaluation and monitoring.
Encourage Self-Awareness
Promote self-awareness and reflection among current and aspiring leaders. Encourage leaders to assess their strengths, areas for development, and career aspirations, and provide resources and support to facilitate their growth and advancement.
Succession Discussions
Include succession plan discussions in meetings, talent assessments, performance evaluations, and strategic planning sessions. Encourage open dialogue about career aspirations, development needs, and potential leadership opportunities.
Evaluate and Iterate
Continuously evaluate the effectiveness of the succession process and make adjustments as needed based on feedback, changing business needs, and emerging leadership trends. Iterate on the succession planning framework to ensure its relevance and alignment with organizational goals.
Want to Know More?
When following up on departing executives, team leaders, chiefs, heads, and (operational) managers, use proactive and strategic planning. This will help you cultivate a robust pipeline of future leaders—leaders who are equipped to drive sustainable success and continuity during leadership transitions. Would you like to know more, discuss this topic with me, or have another relevant question? Contact me!
Wilko Grievink
M: (+31) 6 553 622 53
E: wilko.grievink@hightouchglobal.com
