When companies in Massachusetts are brainstorming ways to build their brand, extend their influence and move beyond their competitors, the focus often lies in strategies that can optimize resources to achieve ultimate success. However, an often unseen, but critical aspect of preparing for any organization’s future is succession planning. Business leaders who prioritize the need to be training and preparing influential leaders within their organization can feel confident that the leadership of their company is in good hands if the current leaders retire or leave the business for some reason.
Succession planning is a process that is constantly evolving and requires a company to think carefully about the characteristics they value and the type of leaders they want to represent their company. Proper succession planning will incorporate training and educational opportunities designed to help individuals learn about the company’s culture, brand and vision. Attention will also be given to regular performance evaluations that determine a person’s ability to adhere to company protocols and his or her dedication to the company’s goals.
According to Chron, succession planning should take into account the different competencies of the individuals being considered for eventual promotions within the company. These people should be strategically considered for specific roles that allow companies to account for competency gaps. With a well-rounded team being trained for future leadership positions, a company will not be met with unsatisfactory surprise when their next group of leaders all share similar strengths and are held back by the same weaknesses. Succession planning helps leaders to raise a balanced team.
HR Daily Advisor reminds organizations that at the heart of succession planning should be a desire to help employees recognize the value of personal development. Providing engaging opportunities for growth is an effective way for business leaders to incentivize their employees and boost morale in their organization.
