Andrew Lamberto, a seasoned Human Resources professional, has spoken on succession planning during past newsletters and training presentations. Like many in his field, he recognizes the need for this practice in modern businesses.
“It is expected that the retirement of the baby boomers will produce a sharp decline in available personnel at the higher levels in many organizations.” Andrew Lamberto stated in recent writings on the topic. He went on to note that “replacement leaders are also expected to be more technically savvy and sophisticated than their predecessors.”
Key tips like the following can help you approach succession planning comprehensively, for the better of your organization:
Manage the Emotions. Succession planning is not just steps on a paper. With succession comes emotional dynamics that requires emotional intelligence to handle. Strong emotions associated with letting go of a position or eliminating underperformers to make room for valuable talent must be dealt with empathetically.
Integrate Succession Planning. Integrating succession planning with all levels of an organization, including rewards, selection, recruitment, management and training, will remove the mystery from the process. This makes succession planning more successful by allowing employees at all levels of the organization to understand it.
Commit to Development. Without committing to the development of a succession plan, it will lack the focus needed to successfully implement it. Spend time developing candidates, not developing lists.
Succession planning should be approached after all parties are informed and prepared. Take a page from pros like Andrew Lamberto and invest in training on the subject or pick up a respected book to educate yourself.