(Cont. from LinkedIn)

…SOURCE of possible leaders identified to achieve its long-term management and growth goals. (future needs).

 For consideration…a cursory overview and a few key elements when designing your Succession Plan in alignment with your Development & Business Readiness Plan:

DEVELOPMENT & READINESS

1.) Strategic Assessment of Organization & Key Positions (Forward Thinking, Ranking and Planning of positions by Priority) 2. Identification of Potential Candidates (pipeline) – (Early Career, Mid-career, Senior Career) 3. Assessment of Potential Candidates (Competency gap analysis) 4. Creating Leadership Development Plans (Closing competency gaps) 5. Continuous Development Monitoring & Review (Communicate, Implement, Evaluate, Revise)

 For more on this critical subject, look for our upcoming Webinar: Talent & Succession Planning Management and join the discussion led by of our Syntesis Global, LLC , Global Human Resources Executives.

FULL ARTICLE:

…you get to work ready for that first cup of coffee. Suddenly, a critical member of your team walks into your office and announces: “I have good news and bad news…my spouse just got a promotion and I need to give you my two weeks’ notice.” Worst case scenario…NO notice is given.

ARE YOU READY? WHO WILL REPLACE THIS KEY ROLE/PERSON? DO YOU HAVE A PLAN? 

For many, Succession Planning is a top 3 core “strategic” organizational initiative. But the reality is that not all organizations are prepared to launch an effective Succession Plan.

 SUCCESSION PLANNING: A distinct component of Workforce Planning.

 Workforce Planning: identifies and addresses gaps used to align the needs and priorities of an organization, with those of its workforce, to ensure it can meet its management, legislative, regulatory, administrative and institutional objectives. (immediate needs).

Succession Planning: is an on-going, long-term systematic Leadership Development process that cultivates a diverse talent pool with both the capacity, and the skills to lead the institution into the future. It is a way for an institution to ensure a sufficient source of possible leaders identified to achieve its long-term management and growth goals. (future needs).

 For consideration…a cursory overview and a few key elements when designing your Succession Plan in alignment with your Development & Business Readiness Plan:

DEVELOPMENT & READINESS

1.) Strategic Assessment of Organization & Key Positions (Forward Thinking, Ranking and Planning of positions by Priority) 2. Identification of Potential Candidates (pipeline) – (Early Career, Mid-career, Senior Career) 3. Assessment of Potential Candidates (Competency gap analysis) 4. Creating Leadership Development Plans (Closing competency gaps) 5. Continuous Development Monitoring & Review (Communicate, Implement, Evaluate, Revise)

 For more on this critical subject, look for our upcoming Webinar: Talent & Succession Planning Management and join the discussion led by of our Syntesis Global, LLC , Global Human Resources Executives.