How can you ensure your leadership development and succession planning programs are sustainable?

As a Board Director, I’ve learned the value of developing leadership! My piece of advice is to make sure you’re actually asking the ‘leaders’ you’re developing what they need! Unfortunately even some of the most successful organizations and companies look at things from a top-bottom approach and decide on what they think is best for their leaders. But that kind of thinking is skewed and typically is self-serving to the benefit of company interests. By asking your leaders, “what do you think YOU need to develop into a more stronger leader?” this gives you direct access to valuable knowledge about your organization’s truest leadership needs.

Wow- Great question and super important. Unfortunately, this requires a real thought leader who isn't threatened by mentoring his replacement. Otherwise, think ahead and plan this out, try to time it right so it's a welcome and smooth transition. Not much worse than training your replacement to do your job while getting the boot for whatever reason. Leadership engagement requires resources, mainly Professional Development through outside sources, but also, promoting, training, and developing teams internally. Both of these scenarios are going to bring you huge rewards in productivity, new ways of solving challenges, and employee satisfaction. Now get on it!

Really powerful perspective. It also occurs to me that you would want to ensure that at every level of the organisation there is a clear understanding of the objectives, every member has the opportunity to describe their role in the plans and the benefits on a personal, team and organisational level and is involved in the future of the business.

Essentially, the purpose should circle somewhere around recognizing leadership potential among high-performing members of an organization — the ones working in a management capacity. The program on the other hand should aim to streamline the succession process, where it becomes easier for the successor and predecessor to maintain their newly assigned roles. Considering how the workplace has evolved over the years, the design should be adaptive to new innovations with less chances of becoming redundant in the near future.

Pode incluir uma trilha de desenvolvimento específica de acordo com a realidade, tempo, recursos e or?amentos disponíveis. Resolu??es de baixo custo podem incluir job rotation para outra área, mentoring interno, assumir a lideran?a de um projeto multidepartamental ou regional, bem como acompanhar (job shadowing) líder referência no assunto em alguma condu??o específica ou tempo específico.

Stakeholder involvement is critical to ensure that the programs are aligned with the organization's goals and have the support of key decision-makers, and can also help to identify potential challenges and opportunities in developing the next generation of leaders Here are some steps : - Identify stakeholders: This may include senior leaders, managers, HR professionals, employees, customers and partners - Communicate the purpose and benefits. This will help to ensure that stakeholders are supportive of the programs -Engage and empower stakeholders. Provide them with the necessary guidance and tools to participate -Build trust and relationships with stakeholders All of this can lead to greater success and impact