What would you do if you were unable to manage your business
or if your best manager left the company?
Here are a few tips that can help so that your management successor is ready when you need them:
Measure the performance of your employees to
help you identify your top talent. This is
an objective way of determining the right employees to include in your
succession plan for future management positions.
2. Development
Other than planning who should succeed,
develop your staff so that they will be prepared to succeed. Anything can
happen between today and tomorrow so be prepared.
3. Measure outcomes
Keep track of your employees’ successes.
Whether they treated a customer well, or they innovated a product; keeping
track of their big and small success helps you evaluate your succession plan
easier.
4. Keep it simple
Usually companies keep adding exclusive complex
assessment criteria to the succession planning process in an effort to improve
the quality of the assessment. What they forget is that succession planning is
a process, so it doesn’t have to be perfect but improve with time.
5. Stay Realistic
Always be able to distinguish good leaders
from good performers. Usually while
choosing successors we tend to look at our best performer. This is good,
because we all know that a good leader should also be a good performer. However,
the makeup of a good leader is multifaceted. Focus on your best performer(s)
and choose someone who can balance both roles.
One final point to remember is “Only give the
promise of succession if there is a realistic chance of its happening!”
Contributing Writer:
Eugenia Tibamanya
Client Services Intern
Complete Concepts Consulting
For more information contact:
Stephen Polutnik
Director of Client Services
spolutnik@completeconceptsconsulting.com
Sources
http://blogs.hbr.org/goldsmith/2009/05/change_succession_planning_to.html
http://hbr.org/
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