Succession Planning Step Two

By: Greg Modd

The second step in succession planning is assessing your organization's current talent. This involves reviewing the skills, experience, and potential of existing employees to identify those who have the potential to step into leadership roles.

There are several ways to assess current talent:

  1. Skills assessment: One option is to conduct a skills assessment to determine the strengths and weaknesses of current employees. This can involve using tools such as assessments, tests, or evaluations to measure employees' knowledge, skills, and abilities.

  2. Performance review: Another option is to review current employees' performance to identify those excelling in their roles. This can involve looking at factors such as productivity, leadership potential, and ability to work well with others.

  3. Feedback: Seeking feedback from supervisors, colleagues, and employees can also provide valuable insights into the strengths and potential of current employees. This can be done through formal processes such as performance reviews or informally through regular conversations and check-ins.

  4. Growth opportunities: Providing current employees with opportunities for growth and development can also be a way to assess their potential for leadership roles. This may involve assigning them to new projects, giving them additional responsibilities, or providing them with training and development opportunities.

Assessing current talent is an essential step in succession planning, as it helps to identify individuals who have the potential to step into leadership roles. By using various methods, you can get a comprehensive view of the strengths and potential of your current employees. This will enable you to make informed decisions about whom to groom for leadership positions and how to support their development.