You can also access this resource, and many others, in Issue 366 of my Talent Edge Weekly newsletter.
A few weeks ago, I shared my one-page resource on eight scenarios that can shape successor readiness, including a turnaround, rapid growth, culture change, and major transformation. The idea was to add another question to succession discussions: Beyond whether someone is ready for a role, are they ready for the situation they are likely to inherit, which can vary over time? Given the popularity of that resource, I expanded it into a more detailed guide for Talent Edge Circle, my private community for internal HR practitioners. I’m sharing a few slides from that guide here to help you and your teams apply this thinking. For each scenario, the slides describe what it is, gives business examples, explains when it is most relevant, and suggests selection criteria to consider. It also includes four questions for succession and talent review discussions, such as: If the business shifts to a different scenario than the one we are currently planning for, how would this successor’s fit change? Assessing readiness against a role’s requirements remains important, and considering the situation a successor may inherit helps expand how we evaluate readiness and prepare people to succeed. I hope these sample slides from Talent Edge Circle help you bring that dimension into your succession planning and development discussions.
