What are the most common pitfalls to avoid in succession planning?

1 Lack of clarity

One of the main pitfalls of succession planning is the lack of clarity about the goals, criteria, and expectations of the process. Without a clear vision and strategy, succession planning can become vague, inconsistent, and ineffective. To avoid this pitfall, managers should define the purpose, scope, and outcomes of succession planning, as well as the roles and responsibilities of the stakeholders involved. They should also communicate these elements clearly and regularly to the potential successors and the rest of the organization.

3 Resistance and complacency

A third common pitfall of succession planning is the resistance and complacency of the current leaders, the potential successors, or the organization as a whole. Some current leaders may feel threatened or insecure by the prospect of handing over their power and authority to someone else. Some potential successors may feel reluctant or unprepared to take on new and demanding roles. Some organizational members may feel indifferent or skeptical about the need and value of succession planning. To avoid this pitfall, managers should create a culture of trust, openness, and learning in the organization. They should also provide support, coaching, and recognition to the current and potential leaders, as well as to the organization as a whole.

4 Lack of alignment

A fourth common pitfall of succession planning is the lack of alignment between the current and future needs of the organization and the skills and competencies of the potential successors. Managers may focus too much on the present performance and qualifications of the candidates, without considering the future trends and changes that may affect the organization. They may also fail to align the succession planning with the strategic goals, values, and vision of the organization. To avoid this pitfall, managers should conduct a thorough analysis of the external and internal environment, as well as the current and future gaps and opportunities for the organization. They should also align the succession planning with the organizational culture, mission, and objectives.

5 Lack of evaluation

A fifth common pitfall of succession planning is the lack of evaluation and monitoring of the process and the outcomes. Managers may neglect to measure and track the progress and results of the succession planning, such as the readiness, performance, and satisfaction of the potential successors, as well as the impact on the organization. They may also fail to review and adjust the succession planning based on the feedback and data collected. To avoid this pitfall, managers should establish and use clear and relevant indicators and metrics to evaluate and monitor the succession planning. They should also solicit and act on the feedback and suggestions from the potential successors and the organization.