Written by: Marie Genevieve Pawlak, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
Traditionally, succession planning has been reserved for the upper echelons of organizations ‒ the C-suite and the executive levels. However, our definition of succession planning challenges this notion by emphasizing that it should be a company-wide process that starts from the first day an employee joins the organization. This means that regardless of the level, every position should be considered for succession planning.
Think of your organization like a garden. You wouldn't just focus on the tallest, most vibrant flowers and ignore the rest, right? No, you'd want to make sure every plant is nurtured and given the attention it deserves. The same goes for your employees. You can't just focus on the top-tier positions and ignore the rest. Every position, and every employee, is vital to the success of your organization.
That's why we believe in building a culture of succession at all levels. From the moment employees start their first day on the job, organizations need to identify their potential successors and create a plan for their growth and development. By taking a company-wide approach to succession planning, organizations can develop a culture of succession that values and invests in the growth and development of all employees. This can lead to a more engaged and motivated workforce, as employees feel that their contributions are valued and have opportunities for advancement.
Here are some tips for building a culture of succession at all levels:
1. Start early
Building a culture of Succession starts on the first day of work. Organizations should have a structured system to provide employees with an understanding that there are opportunities for growth and development on day one of employment. This helps employees feel valued and invested in the organization and helps the organization retain top talent.
2. Co-Create a succession plan
A succession plan outlines identifying, developing, and transitioning employees into different organizational roles. It should include timelines, metrics, and key performance indicators to ensure that the plan is implemented effectively. A well-designed succession plan starts by asking employees what they want and where they want to go. Next, work on an Individual development plan that helps the employee anticipate and mitigate potential talent gaps and ensure a smooth transition.
3. Develop employee skills
Providing employee training and development opportunities is essential to building a culture of succession. These opportunities should focus on developing the skills and competencies necessary for employees to succeed in their current and future roles.
Encouraging employees to take on new challenges and roles within the organization is essential for building a culture of succession. This can be done through job rotations, stretch assignments, and mentoring programs. In addition, it allows employees to develop new skills, gain exposure to different areas of the organization, and build diverse experiences that can prepare them for future leadership roles.
4. Align succession with business strategy
Succession planning should be aligned with the organization's business strategy to ensure that the right people are in the right roles at the right time. This means understanding the organization's long-term goals and identifying the skills and competencies needed. It also means regularly reviewing and updating the succession plan to ensure it remains relevant to the organization's evolving needs.
5. Communicate the importance of succession
Communicating the importance of succession planning to employees is critical to building a culture of succession and explaining how succession planning benefits the organization, the employee, and the community as a whole. When employees understand the importance of succession planning, they are more likely to engage in the process and see it as a valuable opportunity for their career growth.
6. Evaluate progress
Regularly evaluating the progress of the succession plan is necessary to ensure it is meeting its goals. This includes monitoring the performance of high-potential employees, tracking employee development, and adjusting the plan as needed. It also means regularly communicating progress to stakeholders and ensuring they are informed and engaged in the process.
In conclusion, building a culture of succession is essential for organizations that want to ensure long-term success. By following these tips, organizations can create a culture of succession that supports the development of their employees and prepares them for the future. In addition, by investing in their employee's growth and development, organizations can create a talent pipeline that can help them achieve their strategic goals and objectives.
Marie Genevieve Pawlak, Executive Contributor Brainz Magazine
Marie Genevieve Pawlak is the founder of Prime Alchemy, a leading expert in game-based learning and organizational health, which provides people with the tools they need to find value and purpose in their work. The Prime Alchemy team works to develop programs that really engage people. Through play. Game-based programs use your own tasks and projects, so you never get behind schedule. Marie believes in organizational health as a way to build a better workplace. Healthy organizations outperform their competitors, are free of politics, have higher transparency, and encourage star performers to stay. Prime Alchemy is a division of Planning101 Group Corp.
