Comments - Four Key Steps to Develop Future Leaders - RecruitingBlogs2024-03-29T04:51:55Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A717493&xn_auth=noI agree with you, and you sai…tag:recruitingblogs.com,2009-07-30:502551:Comment:7185942009-07-30T21:16:02.892ZTony Criscihttps://recruitingblogs.com/profile/TonyCrisci
I agree with you, and you said, companies need to plan ahead and invest in their talent now. For optimal Succession Planning to work, it can not be based only on the results of a person in their current position. Competencies and values also need to be considered as oftentimes the competencies that make one successful in their current role are not adequate for the jump to the next level. How many times have you seen top performing sales reps. fail when they are promoted to manager? It happens…
I agree with you, and you said, companies need to plan ahead and invest in their talent now. For optimal Succession Planning to work, it can not be based only on the results of a person in their current position. Competencies and values also need to be considered as oftentimes the competencies that make one successful in their current role are not adequate for the jump to the next level. How many times have you seen top performing sales reps. fail when they are promoted to manager? It happens all the time. (I know this is at a lower level than this specific discussion, but is a relevant example as it happens at all levels within organizations.) Each role in a company has it's own set of competencies, and there is a need to identify the competencies that are required at the next level and compare them to the competencies of the candidates being considered for succession to determine where their strengths and opportunities to grow are. Once the growth opportunities are identified, specific training can be implemented to improve in those competencies in order for the candidate to move into the new role.<br />
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For instance, Confronting Direct Reports, Managerial Courage, Directing Others, and Informing are all competencies that can be identified from your second point.<br />
In your third point the competencies would be Managing and Measuring Work, Managing Through Systems etc.<br />
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As a part of employee retention meetings, a couple keys to higher retention rates that high potentials share which must be capitalized on, are the need to be challenged and encouraged to grow, and the need for meaningful work.