 Succession Planning
—Readiness Risk
While the vacancy risk focuses on ensuring critical positions
in the company remain filled, the readiness risk looks at the
employees who could step into open positions as they
become available. It considers the developmental needs of
these employees in relation to the organizational needs.
You may know of a particular position that will be vacant in the near future, perhaps because
the person currently filling that position will be retiring. Managing the readiness risk means
looking at current employees who have the potential to do the job but aren’t quite ready yet.
What steps could you take to ensure your succession plan succeeds?
- Analyze which critical skills and experience are needed for the postion.
- Evaluate the potential candidate(s) to see which capabilities they already have and which
areas need further development.
- Determine the employees’ career goals and if this position will follow the career paths
they have set out for themselves.
- Create strategies for these employees to develop the capabilities necessary. These
strategies could include coaching, mentoring, job shadowing, internal and external
training, assigning duties to progressively introduce the requirements of the future
vacant position, and even support for formal training.
- Quickly implement these strategies and monitor the results.
- Better yet, provide these analysis and developmental opportunities to all employees
throughout their time with your organization.
With the readiness risk managed, you can then focus on the transition risk, which we’ll
discuss in January.
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—Communications Tips—
Non-Violent
Communication
NVC is an excellent technique for communicating with compassion and clarity. It can lead to effective dialogues and productive meetings.
It stresses showing empathy and compassion for the other party and for yourself. It also strongly advocates brevity.
Rather than going on about what
shouldn’t be done and what is
wrong with the way things are,
attempt to focus on what needs
to be done, and do that briefly.
Try to use no more than 40
words in: 1) stating your case, 2)
expressing your need, and 3)
making an actionable request.
You may find this technique
releases a lot of time that would
otherwise be needlessly spent in
unproductive meetings and
conversations. Written reports
can be used for the wordiness.
Use NVC for clarity and brevity
face-to-face.
Quotes
“Be sincere, be brief, be seated.”—Franklin D. Roosevelt
“Clarity affords focus.” —Thomas
Leonard
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