How do you plan your career succession?

Consider your career holistically. Reflect on not just your professional growth but also personal values and aspirations. A well-rounded understanding will enable you to set meaningful and fulfilling career goals.

Start with a comprehensive view of your strengths, capabilities, and experiences by engaging in self-reflection, 360-degree feedback, and evidence-based assessments of your work preferences and talents. This will provide a solid foundation for understanding your current position and identifying potential future roles. Reflect on what energizes you versus what drains you. In today's world, where hybrid or fully remote jobs are more common, consider the work model you need to feel a sense of belonging and achieve effective collaboration. Lastly, adopt a non-linear approach to your career—progression and job satisfaction can come from lateral moves, project roles, or individual contributor positions. There is no one-size-fits-all path.

Start a learning journal that captures both formal and informal development, past and present, then research your 'ideal' role. Consider scanning the external environment for current vacancies, what are the recruiting companies looking for? Make a list. Also follow individuals already in your ideal role on LinkedIn - what do they regularly post about? What do they have that you might not in their profile? Look at industry associations for your chosen profession, for example, the CIPD has an informative, interactive profession map - what information can you utilise? From here, it should be relatively easy to identify skills, knowledge, experience, and behavioural gaps that you have, and outline your approach to bridging them.

Es muy relevante darse cuenta, como está tu grado de adecuación a la posición actual, sobre eso podrás tomar definiciones, si la cubres estás listo para moverte, si no es así, debes seguir trabajando en hacerlo, muchas ocasiones abandonamos los puestos porque creo que está bien. Seguido de eso es plan de cierre o acción es importante, ver que debo hacer para poder avanzar en la trayectoria, de quien requiere y cuando y como lo haré.

?? có th? phát tri?n s? nghi?p c?a mình, vi?c ??u tiên chúng ta c?n làm là xác ??nh xem chúng ta có th? m?nh ? m?ng nào? Chúng ta kh?ng nh?t thi?t ph?i so sánh v?i ng??i khác, chúng ta có th? so sánh các k? n?ng chuyên m?n khác nhau c?a b?n than ?? xác ??nh ?au là ?i?m m?nh nh?t so v?i các n?ng l?c còn l?i. Khi ?? xác ??nh ?au là ?i?m m?nh c?a b?n than, chúng ta có th? tham kh?o các b? khung n?ng l?c dành cho nh?ng chuyên m?n ?ó t? các t? ch?c uy tín trên th? gi?i và lên k? ho?ch h?c t?p sau ?ó áp d?ng vào c?ng vi?c ?? phát tri?n n?ng l?c c?a b?n than.

Think of outside the comfort zone. if you keep doing your job for almost 5 years without developing your skills, then your running your time. stop remaining at the same job with the same tasks. keep pushing for the next level and extra responsibilities that going to elevate you to learn new skills

Dive deep into your chosen career options. Beyond job descriptions, seek insights from professionals in those roles. Understand the day-to-day challenges and successes to make informed decisions.

I always recommend my clients to search on LinkedIn and check for the ideal role they want to pursue as their goal. Look at how those people got there—what kind of training have they done? Which school did they attend, and what are they currently doing in their job? Talk to them and ask how they feel and for any advice. Most professionals are happy to share if they have the time. A great tip is to report back on your progress after networking, discuss challenges, and maintain a positive, professional relationship.

One you know what you want, research options, try to learn more as to how can you pave your way. Connect with professionals in your industry, both within and outside your company. Learn about different career paths and gain insights into potential opportunities. Learn about the skills, qualifications, and experiences required for each role. Seek out a mentor who can offer guidance, support, and career advice based on their experience

I will recommend identifying key skills, experiences, and roles for advancement. Develop a structured plan including training, mentoring, and opportunities for potential successors to prepare them for future roles within the organization. Regularly assess and adjust the plan as needed to ensure a smooth career succession process.

Setting career succession goals involves a strategic process begin with self-assessment, envisioning your long-term career and breaking this vision into achievable milestones with measurable metrics, such as hitting performance targets or acquiring new skills. Ensure your goals are SMART: specific, measurable, achievable, relevant, and time-bound. These goals should resonate with organizational values, aligning with your professional development. Continual self-reflection, feedback refinement, and adaptability drive career growth.

In the dynamic landscape of our careers, setting goals is like charting a course for success. It's not just about envisioning where you want to be but strategically planning how to get there. Here's a simple guide to setting SMART goals that propel your professional journey: - Be Specific - Measurable - Achievable - Relevant - Time-bound

Strategically plan a mix of short-term and long-term goals. Achieving shorter goals keeps you motivated and builds a path toward your ultimate career objectives.

Planning career succession involves a clear vision and structured approach. I start by identifying my long-term goals and the skills needed to achieve them. Using my Samoht Method—Simplify, Align, Thrive—I simplify my goals into actionable steps. I align my current skills with future requirements, seeking continuous education and mentorship. I thrive by embracing opportunities for growth and adapting to change. Regularly reviewing and adjusting my plan based on feedback and experiences ensures I remain focused and adaptable, leading to sustained career success.

To effectively plan your career succession, set SMART goals that align with both your personal aspirations and your organization's vision. Begin by identifying achievable milestones, like securing a senior role within two years or acquiring a new certification in six months. As an Agile Coach, I encourage you to continuously reflect on and refine these goals. Embrace each step as a learning opportunity, ensuring your development is both strategic and adaptable. This proactive approach not only prepares you for advancement but also deeply integrates your growth with the broader goals of your organization.

One of the biggest mistakes people do when trying to achieve something is creating an action plan, talking about it, making it beautiful... but not actually doing it. An action plan without actual action is useless... :)

In my experience, a pivotal aspect of career succession planning is embracing continuous learning and adaptability. As an Agile Coach, I've seen firsthand how the ability to rapidly acquire new skills and knowledge can significantly impact career advancement. It's also crucial to establish strong relationships with mentors and colleagues. These connections not only provide valuable insights and guidance but also open doors to opportunities that align with your career goals. Remember, career progression isn't just about climbing the ladder; it's about growing and evolving in a direction that resonates with your values and aspirations.

Identify the skills and experiences needed to achieve your goals. Develop a timeline for acquiring these skills and experiences. Network with professionals in your desired field and seek advice on how to achieve your objectives.

Where are you going to start? Create an action plan showing how you will achieve your goals. Identify step by step HOW you will reach your goals. Track your progress and identify areas of weakness. Update your action plan regularly and check in with yourself. Hold yourself accountable!

Succession planning starts by bringing your organization together to create a shared vision for your future. This requires cross-functional collaboration and input from stakeholders who are supporting every function of the business. Rather than relying on traditional succession planning tactics that may have prioritized and uplifted a small subsect of your workforce, organizations can now harness two-sided, AI-powered talent marketplaces to identify the next generation of leaders from across their company.

Your manager can play a pivotal role here, and I can argue that they can positively AND negatively influence your career. In fact, I believe that it's in the hands of your manager to be pro-active and engage you in a career conversation, and help you plan it forward. So, I'd recommend to include your manager/ leader/ a person you trust in all of the 5 steps.

Determine who the key stakeholders are in your career progression, including supervisors, mentors, colleagues, HR professionals, and anyone else who may be impacted by or involved in your career succession plan. Arrange one-on-one meetings or informal discussions with key stakeholders to communicate your career succession plan. Clearly articulate your long-term career goals, aspirations, and vision for your professional development. Request support, guidance, or resources from key stakeholders to help you achieve your career goals. This may include access to training programs, mentorship opportunities, professional development resources, or assistance with networking or visibility within the organization.

Communicating your career succession plan is a vital step. Share it with your manager and stakeholders to show commitment and seek their guidance. Align your plan with organizational processes like performance reviews. As a leadership coach, I emphasize the importance of self-awareness and clear communication, a topic I explore through my podcast. This approach, rooted in Agile and Essentialist principles, ensures you're prepared for opportunities. Commit to continuous learning, adapting your plan as you grow, a strategy I've seen succeed in my experience as an Agile Coach and lifelong learner. This proactive approach paves the way for a successful career trajectory.

Share your career succession plan with your supervisor, mentors, and colleagues. Seek feedback and support from your network. Clearly articulate your aspirations and discuss potential opportunities within your organization.

Discuss your career succession plan with mentors, managers, or trusted colleagues. Seeking feedback and guidance can help refine your plan and gain support from key stakeholders.

As you embark on the journey of planning your career succession, it's crucial to take a personal dive into your skills. Reflect on your current strengths, ensuring they align with market demands. Double-check the relevance of your skill set and consider the added value of acquiring new skills for your role. For some, the desire to explore different verticals arises after dedicated contributions to a specific business line. Here, the spotlight shifts to the transferability of skills and the eagerness to acquire new ones. A triumphant career succession plan entails stepping into uncharted territories, all while maintaining a keen awareness of the need to sustain your passion for learning.

Every organization’s success depends on its leaders. Leaders are the driving force behind strategic initiatives, cultural stewards, and visionaries who guide teams toward achieving long-term goals. Identifying individuals with the potential to lead—both now and in the future—is critical to sustaining growth and achieving long-term business objectives. However, without a structured approach to assessing leadership potential, organizations may overlook high-potential individuals or promote individuals who are not ready to lead. Identifying future leaders requires a systematic approach that recognizes and prepares the right individuals to step into leadership roles.

Discovering yourself is the primary step for career planning Come out of your comfort zone. Even if you are in the profession you love, you will not be able to grow in that profession without coming out of your comfort zone. Hence, keep facing new challenges and upgrading yourself to boost your career.

To plan your career succession effectively, start by being honest with yourself about your interests and strengths. This self-awareness helps you assess where your passions align with industry trends.While considering these aspects, don't overlook emerging technologies and new markets. Keep your skills updated to stay relevant.Remember, reflecting on past experiences can guide you forward. By acknowledging your journey, you can plan your next steps with confidence.

Volunteer for assignments or projects that push you outside of your comfort zone. These opportunities can help you build skills faster and prove your readiness for more responsibility. Seek roles or tasks that involve strategic thinking, decision-making, and cross-functional collaboration.