A key member of your team has resigned ? do you have a successor?
It?s the Friday afternoon before a long weekend and you?re looking forward to some well deserved R&R. In walks Brad ? the manager for a high profile project that is under tight timelines. He announces he?s leaving your company and his resignation is effective in two weeks. You slump forward ? how can he do this to you? The project is at a critical stage and you have no back-up for him. You were meaning to put that succession plan in place over a year ago ? what happened?
As managers we are well intended but too often the day to day operation of our business gets in the way of forward planning. As a result we don?t execute plans for developing our people like we should and identifying successors for critical positions gets put on the back burner. Employees get disengaged by the lack of opportunity to learn and advance (key motivators for generation x and y) and as a result leave with very little notice.
Don?t procrastinate any longer ? ensure you have a succession and leadership plan in place for your key positions. Engage your workforce by providing opportunities for them to learn and progress in your organization. Map out developmental plans for your people and provide opportunities for them to be continually learning. Succession planning evolves in organizations that have a learning culture because they continually assess the required competencies (skill, abilities and knowledge) they need to be successful; identify any gaps they have with respect to talent; and ensure they have a plan to develop or acquire the talent they need ? especially for key positions.
It doesn?t need to be complicated. Engage your people in conversation to find out what their career aspirations are. Clearly articulate the competencies that you need for key positions in your organization. Ensure that you develop and measure performance relevant to these competencies particularly for your leaders. Know who your high performers are and those with high potential and keep them motivated and engaged. Offer different opportunities for development which could include: mentoring, on-the-job learning, courses, special assignments, workshops and conferences. Ensure you cultivate a learning environment by making it relevant to your workplace and keep the learning alive by sharing information amongst your people (i.e. lunch & learns).
Salopek Consulting are Human Resource and Business Specialists available on an on-call basis to assist with your people issues. We are a team of specialists who have advanced HR and business designations and a combined experience level in excess of 60 years. Check out our website at www.salopekconsulting.com 
Source: http://salopekconsulting.blogspot.com/2011/07/succession-planning-article.html
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