Talent Edge Weekly

3 Challenges in Succession Planning (and a few ideas to address them) My infographic shows the challenges, a sample metric to spot concerns, and some actions to address them. For example: 1) Lack of succession depth ↳ Metric: Low % of succession roles with at least one ready-now successor. ↳ Action: Reevaluate the role’s success criteria (e.g., critical skills); eliminate unnecessary criteria. 2) Lack of successor development ↳ Metric: Low % of “non-ready” successors with development plans. ↳ Action: Conduct more frequent reviews of development progress, prioritizing higher-risk roles. 3) Turnover in the successor pool ↳ Metric: high % of successors that are a retention risk. ↳ Action: Implement targeted retention strategies, including engagement discussions with key successors. These are just a few examples. Use them as a starting point to identify your SP challenges & take action. ❓What challenges/actions would you add? Share them here so we can learn together. ♻️ Repost to help others with succession 🔔 Follow Brian Heger for more #hr #humanresources #successionplanning

10 Questions to Guide Career Growth in 2025 (so you can excel in the year ahead) The start of the year is a natural point to reflect on goals. Career development is part of that reflection. Here are 10 sample questions to spark ideas for 2025:  1. What skills do I want to develop this year?  2. What new responsibilities can accelerate my growth?  3. Is there a new role that is a better fit for me?    4. Which professional relationships should I cultivate?  5. How can I expand my professional network?  6. What bold career move am I going to make?  7. How can I expand my influence beyond my team?  8. What industry trends should I learn more about?  9. How can I build a stronger personal brand? 10. How can I better leverage my strengths at work? These are just a few sample questions. There are many others to pick from. Start with one (or one not on this list) followed by action. What question(s) will guide your growth in 2025? What additional questions should others reflect on? Share your answers in the comments to inspire others. ♻️ Repost to support the development of your network 🔔 Follow Brian Heger, for more If this was helpful, you might like my newsletter, Talent Edge Weekly

6 Challenges to Strategic Workforce Planning (SWP) (and actions to address them)  SWP is a priority for many organizations. Yet research consistently shows gaps in SWP. One barrier is knowing where to begin to close the gap. Taking action in one area can be a good start. My infographic has 6 challenges to SWP: 1. Lack of senior leader buy-in 2. Lack of alignment with business planning process 3. Reliance on manual processes 4. Data challenges and limitations 5. Short-term focus 6. Limited scenario planning Each has an example action and next step in response. Whether on this list or not, choose one area to start.   Don't wait until you have the perfect plan to begin. ❓What's one idea you have to help others with SWP? Share in the comments so we can learn together ⬇️ I'll place my infographic in the comment-box below. ♻️ Repost to help your network with SWP in 2025 🔔 And follow Brian Heger for more #hr #workforceplanning

How Will You Evaluate 2024 Year-End Performance?   (here are 10 questions for managers) The questions can help managers reflect on the performance of their team. A few questions: Goal Achievement ↳ What were the employee's most significant accomplishments during the performance period? Obstacle Navigation ↳ What obstacles did this employee face in achieving their objectives? How did they overcome them? Quantifiable Impact ↳ What measurable results did the employee produce (e.g., revenue generated, costs saved, etc.)? Impact on Team Performance ↳ How has the employee influenced the performance of other team members, groups, or business units? The infographic has all 10 questions. The questions can also be used by anyone to reflect on their 2024 performance. ❓What are your favorite questions to reflect on? ♻️ Repost to help others 🔔 And follow Brian Heger for more resources If you found this helpful, you might like my newsletter, Talent Edge Weekly (see my featured section). #hr #performancemanagement

12 Succession Planning Metrics (and a template to help you track) Yesterday, I covered reevaluating succession for 2025. Today I'm focusing on metrics to track progress. Here's my template with 12 metrics, including: 1. % of succession roles with a succession plan 2. % of successors placed into their planned positions 3. Number of candidates ready to fill a succession role 4. % of non-ready successors with a development plan 5. % of succession roles with one ready-now successor 6. Number of "development moves" away to being ready These 12 are just examples. Use them as a starting point for your own ideas. Tips - Start with the question you want to answer - Identify the metric that best answers the question - Select just a few metrics to start; refine as you go ❓What metrics or other tips would you add? Share your ideas here to inspire others. I'll put my template in the comment-box below. ♻️ Repost to help others with succession 🔔 Follow me, Brian Heger, for more #hr #successionplanning

How will your succession plans change in 2025? (here's my template to help evaluate) It includes space to think through questions such as: 1. How will our business strategy evolve the next 2-3yrs? 2. What impact will these changes have on this role? 3. What technologies or trends could reshape this role? 4. Which successors may no longer be candidates? 5. What successors should we add based on changes? There's more to succession than shown here. But this cheat sheet can help to jumpstart discussions. ❓How can succession plans be more dynamic and responsive to changing organizational needs? Share your ideas here to help others. I'll place my template in the comment-box below. ♻️ Repost to support others with succession 🔔 Follow me, Brian Heger, for more If you found this helpful, you might like my newsletter, Talent Edge Weekly (see my featured section). #hr #successionplanning