By: Audrey Thurston Yilmaz, PHR on February 5th, 2016
How to Review Your Team for the Succession Planning Process
To remain relevant organizations of all sizes must stay agile in order to respond to market changes. Planning is essential to keeping competitive edges sharp with knowledge leaders, the talent, in the right place at the right time.
Therefore…the best defense is a great offense.
Sports team management is analogous to corporate succession planning. Successful coaches are always scouting, planning and looking to the future. Coaches prepare by watching the competition; keeping an eye on trends and bottom lines. Well managed teams leverage talent and look for skill gaps. This allows the coach to develop a strategy around grooming current players and search for key talent, and also builds the organization in the direction of winning seasons.
Think of your company and employees like sports teams and take a look at your bench. Start making assessments of current skill base and identify what is missing. Base your future training programs and recruiting strategies around meeting talent and skill needs to raise the bar.
6 Questions to Review for the Future of Your Business
It’s never too early to plan for the future of the company. Here is a list of questions to get you thinking about your team:
- What direction is your industry heading?
- Are you and your staff ready for challenges ahead?
- What skills are in-house?
- Who are the rising stars?
- What skills do you need, and when?
- What training is needed, and when?
According to Watson-Wyatt research, only 24 percent of organizations are confident in their ability to staff leadership positions during the next five years.
Need additional help?
Check out our other articles on the difference between Succession Planning vs. Replacement Planning and How to Ease the Succession Planning Process. If you need further assistance in developing succession plans for your business, we are happy to partner or provide additional resources to help identify gaps, structure enhancements, and cost-effective and efficient workforce development plans.