Do we know if the "Baton" is given to the Right One -----

How to design a "Transition Process" for Succession Planning:A Transition Process defines a succession planning in various steps which compile both skills & competencies to go further for the next career growth in the organization . Succession Planning is a plan to be prepared by any organization for its future needs which are purely based on the business objectives . Each department should be backed by the plan to who is going to continue the "RELAY RACE" . Sharing the next is easy to say but not at all to be performed unless a preparation of minimum 3 years is practiced in this transition. This change over needs a shift in skills , practices, personality, competencies, knowledge, etc.etc. Promoting employees , is a process which major of the organizations do follow but I doubt if they know if they are promoting the right ones . Right contender , is the question ?Identify multiple contenders as all the "NEXT" may not have all in "ONE" which can take the organization to its destined level .But what all should an Organization fix on to bring in the best of the next successor :Knowledge & Departmental Process Control, Business Knowledge of the Industry, Culture & Values, Implementation, Focus on broader perspective, Handling both external & internal stakeholders, Employer Branding to the external world. A successor should not be chosen on the facts based on boss's favorite, tenure in the organization , reference , more known in the department , but should always be based on overall factors of man management, performance , impact in the organization , overall knowledge and learning agility , discipline , and value they follow , risk aptitude etc .Each proper Successor brings multiple and manifold traits and diversified thoughts which take the organization to a separate height of Success. #identify#successor