Succession Planning

by Martin Haworth

Common questions

  1. How long will succession planning take?
  2. Who is involved in succession planning?
  3. How much does this cost?
  4. When can I start with my succession planning?
  5. Who are the winners?
  6. What skills do I need for succession planning?

 

1. How long will succession planning take?

The beauty of succession planning is that it takes just a short time to set up and once this is done, the process literally runs itself.

In the set-up phase, there are a number of one-off activities. While they may take a little time, once completed, they can be reviewed occasionally, as the manager and their team feel appropriate.

For the future, all of the activities can easily be integrated into the regular routine of managing your people, along with performance review processes and regular relationship building.

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2. Who is involved in succession planning?

This depends on what you are asking.

Inevitably, the management of succession planning will involve you as the manager, together with some of your key managers who support you, if that works for you.

As for who is involved in your consideration and planning for the future, recognising that each of your people may have hidden potential, well, that would be everyone!

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3. How much does this cost?

Nothing!

It might be necessary for you and some of your key people to invest a little time at the start. After that, all you are doing is using what you have in a more focused and organised way, ensuring that those you have are consistently working towards the bigger plan.

In fact, the whole process has the real potential to ensure that the quality outputs by which you are measured never dip, thus creating higher bottom line measurements by which you, your people and your organisation are judged.

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4. When can I start with my succession planning?

Now. Today. Immediately!

The reason for this is that you may well be doing some of these activities already, though perhaps in an unstructured and disorganised way.

By pulling together some of your activities in a planned way (succession planning), you can create a better and more effective way of using many of the people skills you already possess.

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5. Who are the winners?

This is one of those brilliant occasions where the answer is – everyone!

You see your business gets great people, who are fine-tuned to be capable and experienced all the time. At the same time, your people are much more engaged and motivated by the extra focus on them and their ongoing development, in easy-to-achieve experiences.

Your organisation is fuelled by incredibly capable people, who are delivering a higher standard of results, more of the time.

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6. What skills do I need for succession planning?

Well, you can’t get away without some valuable skills, but most often, most managers will already be good at or at least have an understanding of the ones you need. Here are some areas for you to look at especially:

  • People skills
  • Delegation
  • Visioning
  • Performance management
  • Communication
  • Career development
  • Strategic thinking
  • Coaching.

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