When navigating succession planning, I ensure ongoing communication and feedback are part of regular touchpoints with potential successors. I make it a habit to have open discussions about their career aspirations, provide feedback on their current performance, and identify areas for growth. This helps align their development with the organization’s future needs, and creates a transparent environment where they feel supported and prepared for leadership roles. By blending formal reviews with casual check-ins, I maintain a balance that keeps them engaged and on track.

In my experience, open dialogue and continuous feedback ensure that everyone is aligned on expectations, development needs, and leadership readiness. For example, in one of my projects with a client, we implemented quarterly check-ins for potential successors, focusing not only on their performance but also on their leadership development and growth areas. These check-ins weren’t just about top-down feedback but also encouraged them to share their own aspirations and concerns, creating a two-way communication flow. This helped us identify gaps early, adjust development plans, and ensure that when the time came, the transition felt natural for both the successors and the broader team.

Everyone has unique strengths and areas for development, so it is important to provide feedback and communication in a way that resonates with each individual. This may involve recognizing and celebrating achievements, as well as providing gentle guidance on areas that need improvement. In conclusion, effective communication and feedback are essential components of successful succession planning. By establishing open lines of communication, providing regular feedback, and tailoring the approach to the individual, organizations can ensure a seamless transition of talent and continued success in the long term.

First: does our successor know they’re in the game? Are we basing our strategy on daily competencies, or are we just riding the highs of recent wins? And what about KPIs - those critical markers for success? Too often, succession planning is treated like a last-minute sub, barely acknowledged until the final whistle blows. When succession planning is only a passing mention, talent can be left on the bench when promotions come knocking. We need a solid game plan that’s clear and documented, outlining expectations and feedback. Keep communication flowing like a well-executed counter-attack. Clarity ensures our players are prepared to take the pitch and shine when their moment arrives, turning potential into top-notch performance!

- Implement individual development plans with clear milestones. - Use data analytics to track progress and identify gaps - Encourage open dialogues about career aspirations - Align succession plans with strategic business goals - Conduct scenario planning for critical roles