Do prioritize informal feedback and communication with employees, as they can provide valuable insights into potential successors. For example, ask for regular feedback from team members about their career goals and interests.
Do embrace diversity and inclusivity in your succession planning efforts to ensure you are identifying and developing talent from all backgrounds. For instance, consider diverse talent pools for your recruitment and leadership development programs.
Do continually assess your organization's needs and the skills required for future leaders to ensure your succession plan stays relevant. For instance, regularly evaluate your job descriptions and competencies to ensure they align with your company's strategic objectives.
Don't Do This:
Don't assume that the most obvious candidates are always the best fit for leadership roles. For instance, someone with a quieter demeanor may have excellent leadership potential that is not immediately obvious.
Don't rely solely on performance evaluations to identify potential successors, as this can lead to a narrow pool of candidates. Instead, consider using other methods such as 360-degree feedback, leadership assessments, and career development plans.
Don't neglect succession planning for non-leadership roles. While having a plan in place for top-level positions is essential, it is equally important to identify and develop talent at all levels of the organization. For example, consider offering mentoring and training programs to help employees develop their skills and progress in their careers.