The end of the year often brings leadership changes for many organizations.
Sometimes, they’re initiated by leaders who are retiring, dealing with health issues, or seeking new career opportunities.
In some situations, a leader doesn’t initiate the change; someone else does. The reason could be performance-related or behavior-related or the result of restructuring. Or that person might simply have been a weak link and needed to leave.
Regardless of how changes come about, the key question is: Who is immediately ready to take over that leader’s vacated position? Most often, succession development hasn’t started soon enough, and those stepping up to replace the leader aren’t ready for the additional challenge. They’re forced to hastily figure it out.
This scenario has the three “U”s written all over it: Unfair, Uncomfortable, and Unnecessary. You can do better.
Make developing and executing a succession plan a priority throughout your organization in 2020.
In my experience, most organizations have depleted their bench strength, yet they’ve not done a great job of grooming key people for their next internal career steps. What a shame, especially because many solutions are available for those seeking or needing professional growth. Check out this new solution we are launching in 2020.
In 2020, you want to spend your time profitably growing your business, not scrambling to put out fires caused by inadequate succession development.
When life comes at you and your organization fast, you want to be prepared through succession planning. If that feels too overwhelming to deal with, it doesn’t have to. Seek outside expertise—it’s that important.