Are you afraid of what might happen when key leaders leave your organization? Worried about the impact of favoritism on succession planning? Stay tuned as in this episode of the Hire Calling podcast, your hosts, Pete Newsome and Ricky Baez, dive into the critical topic of succession planning in the world of hiring, staffing, and recruiting. With a particular focus on eight essential steps, Ricky, an HR consultant and college instructor, shares his expertise. He highlights why succession planning is often neglected and discusses how organizations frequently struggle to implement it effectively. The conversation sheds light on the common practice of favoritism in leadership selection and the importance of considering skillsets and input from various stakeholders in the succession planning process.
8 Steps for Effective Succession Planning
- Start Early, Keep It Ongoing: Begin succession planning early, and make it a continuous effort. Share employee knowledge to avoid last-minute scrambles.
- Reflect Company Culture: Ensure your future leaders embody your company's values. Plan for talent development and promotions accordingly.
- Predict Vacancies: Identify and prioritize roles likely to be vacated, such as retirements, and plan ahead for replacements.
- Prepare for Surprises: Even unexpected departures become manageable with succession planning. Identify potential successors and be ready.
- Test Your Strategy: Evaluate potential successors by giving them leadership opportunities during absences.
- Integrate Succession and Hiring: Connect succession planning with your recruitment strategy. Account for vacancies created by internal promotions.
- Seek Employee Input: Engage employees in conversations about their career goals, including lateral organizational moves.
- Enlist Expert Help: Consider professional staffing experts to guide your succession planning journey.
Mistakes to Avoid
- Prioritize Succession Planning: Regularly review your strategy and talent pool.
- Involve the Full Team: Engage the leadership team for transparency and culture fit.
- Widen Your Talent Pool: Develop a broader group of high-potential team members.
- Diverse Development Methods: Use various methods to cater to different learning styles.
- Transparency is Key: Be open about your organization's commitment to succession planning to build trust.
Additional Resources:
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👋 FOLLOW RICKY BAEZ ONLINE: Linkedin: https://www.linkedin.com/in/efrainrickybaez/ Blog Articles: https://www.baezco.com/baezco-blog
