Manager's Corner - Determine What You Need

The most common questio
I'm asked by new clients who are focusing on succession planning is:
"How do I start?"
It's a great question and its answer is one that many clients don't anticipate:
Start by having a very clear, well-developed strategic plan.
Needless to say, when new clients hear that answer, their facial expressions often indicate they're thinking, "She's trying to sell us additional services we really don't need." No I'm not. I'm trying to save you money and a whole lot of unfocused, wasted work.

Think about it for a minute, what is succession planning?

It's not what many organizations believe it is: nit's not figuring out who's going to step into someone else's position when that person retires.
Succession planning is really determining what skills, knowledge, behaviors,and values you'll need in key positions in the future to ensure your organization continues to grow and succeed according to your strategic plan. Therefore, doesn't it make sense to have a very clear strategic plan in place so you know what skills, knowledge, behaviors, and values you'll need? Then you can determine what key positions you'll need. Once you know what positions you'll need, you can develop specific position descriptions that define what skills, knowledge, behaviors, and values the individuals who will fill those key positions must develop or possess.

By focusing on developing the skills, knowledge, behaviors, and values of individuals who may move into key positions, you'll by default create an organization that takes a more holistic approach to succession planning and employee development. Instead of the traditional succession planning process (i.e., plugging a person into an empty spot) you will create a pool of individuals that possess much broader-based skills and knowledge, and who also exhibit the behaviors and values held dear by your organization.

However, you can't develop your future leaders and key positions until you know what type of organization you expect them to lead.
You can't plan for succession options until you plan your organization's future.
Succession planning requires you to first determine what you need.

Copyright 2008 - Liz Weber, CMC - Weber Business Services, LLC.
WBS is a team of Strategic Planning and Leadership Development Consultants, Trainers, and Speakers. Liz can be reached at liz@wbsllc.com or (717)597-8890.
Additional FREE articles can be found at http://www.wbsllc.com/leadership.shtmlnLiz can be reached at mailto:liz@liz-weber.com

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