Succession Planning Step Three

By: Greg Modd

The third step in succession planning is to develop a plan to groom identified individuals for leadership roles. This may involve providing additional training or development opportunities, temporarily assigning them to leadership positions, or offering them mentorships or other support.

Here are some considerations for developing a succession plan:

  1. Training and development: Providing identified individuals with training and development opportunities can help them acquire the knowledge and skills they need to succeed in leadership roles. This may involve offering formal training programs or providing on-the-job learning experiences.

  2. Temporary leadership positions: Assigning identified individuals to leadership positions temporarily can provide them with valuable experience and allow you to assess their performance in a leadership role. This can be an effective way to determine whether they are ready for a permanent leadership position.

  3. Mentorship: Providing identified individuals with a mentor can effectively support their development and prepare them for leadership roles. A mentor can provide guidance, support, and advice to help the identified individual navigate their career and develop the skills they need to succeed.

  4. Clear expectations: It is essential to set clear expectations for the identified individuals and provide them with the resources and support they need to succeed. This may involve developing specific goals and benchmarks for their development and providing them with the necessary tools and resources to achieve those goals.

Developing a plan for grooming identified individuals for leadership roles is essential in succession planning. By providing training, temporary leadership positions, mentorship, and clear expectations, you can support the development of your future leaders and ensure that they are prepared to take on critical roles in your organization.