3 #PeopleQuestions to determine the success of your succession process. 1. Can you report an accurate "closing of the gap" between a successor and a target position each year? 2. How often do your identified successors succeed, (get appointed to the targeted position, and successfully transition into the role.) 3. How many of your identified successors do you retain over a period of 3 years? The first question is important to show progress over a multi year development process. Too often someone who is "ready later" is still "ready later" three years later. The second question is important because it shows that your succession process is integrated into your other people processes like recruitment, development and talent management. It's not just another PowerPoint deck that gets hauled out once a year. The third question is important because you can never get a return on investment if the successor you invested in isn't there when you need them. You can use this link to get a personalized succession report that will help you create an integrated succession ecosystem. https://lnkd.in/d_hJvWhG
How confident are you that last year's succession plan can weather a 2024 surprise departure? Are any of your planned successors more ready this year than last year? Who needs to be on the list, who needs to be taken off? Forget last year's succession presentation deck. Use this link to get a complete Succession Strategy for your future leaders: https://lnkd.in/d_hJvWhG
Program Coordinator at TalkingTrucks.co.za
4moIt would be interesting to know how much serious attention is really given to succession planning, as it leaves a lot speculation about the up and down effects of such a predicting? 🤔😒😟