Are gaps in organization leadership keeping you up at night?
If so...what's your plan of attack?
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Recent Canadian studies consistently indicate a key HR challenge confronting organizations of all sizes is keeping or retaining valued employees. It is not surprising that recruitment and retention strategies are the hot topic within the HR realm today. You can prepare your organization for these possible changes in labour dynamics by acting now to ready yourself for the future.
As your business continues to evolve and grow you need to take the time to strategize and plan for your future leadership team. Organizations need to create pools of candidates with high leadership potential. By recognizing high potential employees now, you can develop a strategy to groom them for future leadership opportunities as they become available.
Leaders have a special quality and can be hard to replace; and since the internet and aggressive headhunting has enhanced the mobility of leadership talent - your key leadership talent can be recruited away! You may not be able to stop this movement but, having a proactive plan in place might just help you manage through these changes and minimize your turnover.
How does an organization do this? It requires a tailored succession planning process to prepare the organization for future changes of leadership in key positions. The succession planning process:
- Identifies existing high potential individuals based on performance, contribution and growth;
- Develops and implements an individual development plan to groom the high potentials in your organization;
- Involves the high potential employee in the process. Do not keep them in the dark! Employees need to see their future potential within an organization and uncertainty may lead them to look elsewhere for the recognition they deserve, and;
- Recognizes potential gaps in leadership that may not be eliminated with time; if this is the case begin to look externally to hire an individual now to meet your future needs.
Succession savvy organizations possess some consistent traits by having uncomplicated and measurable succession systems in place. These systems are focused on the development of their high performers through focused development plans within their organizations, saving external hiring for when the leadership potential does not exist internally.
Sound complicated? No problem - The Kirwin Group has extensive experience in succession planning and we would welcome the opportunity to partner with you through this process.
Learn more with our Free Webinar on Succession Planning scheduled for February 26: 1pm-2pm EST.
It is important for you to plan now for the future success of your organization.
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