You can also access this resource, and many others, in Issue 368 of my Talent Edge Weekly newsletter. Organizations spend a lot of time and resources identifying and developing successors for critical roles. Yet many of these plans can become names on a page that never turn into successors. When this happens, we get a …
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: …
You can also access this resource, and many others, in Issue 365 of my Talent Edge Weekly newsletter. One focus of succession planning is accelerating a successor’s readiness to perform effectively in a role they do not yet occupy. However, we can improve how we define readiness by going beyond general labels such as ready …
You can also access this resource, and many others, in Issue 364 of my Talent Edge Weekly newsletter. Last week, I made a post about a recent study published in the Journal of Applied Psychology that followed leadership transitions across 113 U.S. elementary schools. One finding caught my attention: hands-on coaching improved employee engagement and …
You can also access this resource and many others in Issue 363 of my Talent Edge Weekly newsletter. Much of succession planning focuses on defining future role profiles, identifying required skills, and closing readiness gaps. These are all important. But I believe there is even greater potential in making readiness more contextual by asking: Ready for what? The same …
If you find value in content like this, sign up for my Talent Edge Weekly newsletter. Succession planning (SP) remains a top priority for many organizations. In response to frequent requests for SP resources, I’ve created a one-page cheat sheet that consolidates elements from several of the individual cheat sheets I’ve previously shared on the topic. This …
If you find value in content like this, sign up for my Talent Edge Weekly newsletter. In last week’s issue of my Talent Edge Weekly newsletter, I shared my cheat sheet for evaluating six factors that can signal risk in an organization’s critical roles. These roles, which may represent roughly 20% of total roles, have a disproportionate …
If you find value in content like this, sign up for my Talent Edge Weekly newsletter. Here’s my one-page cheat includes a sample of 11 succession planning (SP) questions that can help organizations think through various aspects of their SP practices. The questions do not represent an exhaustive list but provide a foundation to build on. Sample questions …
If you find value in content like this, sign up for my Talent Edge Weekly newsletter. One design decision many practitioners consider when implementing succession planning is whether to plan by specific role or talent pool. With role-based succession, you identify people as successors for a specific role. With pool-based succession, you develop people around shared capabilities …
If you find value in content like this, sign up for my Talent Edge Weekly newsletter. One challenge with succession planning is that after initial successors are identified, different situations often emerge that require adjustments to the original plan. Without ongoing attention, succession plans risk becoming little more than “names on a page” that don’t reflect current …
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