Sample LinkedIn Comments
(1) Brian, nice read… another challenge is many organizations do not make the talent review and succession process transparent!!
How can you develop a successor when they are not even aware that they are?
(2) The key to succession planning is to truly identify if an experience or proven ability to X will make that person a more viable candidate for a role. So often we put time binding or experiential moves but the question I go to is “If this role opened today would you support this person to move into the role? If yes, how do you think this person is prepared to not only do the job as it is coped today, but evolve it to meet our future needs. If no, what do you need to see from a proven capabilities, behaviors or experience standpoint, to be able to support this move in the future?” Then you can challenge from there. For succession plans to be “real”, honest, candid dialogue is required and the outcomes don’t always fit into the models we build to capture outcomes at large organizations.