Addressing succession planning effectively requires a shift in perspective: from viewing it as an HR-driven process to a leader-driven, talent-focused process that can also be used to plan succession in key roles. Here are reflections from a recent key note workshop I led, and all of the materials I used to equip leaders to go back and lead the process with their people.
Succession planning is probably the most strategic talent management conversation, it is also the hardest. Here are 8 questions to ask before starting this key talent management process. The outcome of this talent management process should be a great conversation, but getting there requires clear expectations and knowing the barriers people have to overcome. Start with these 8.
Succession planning is a key part of talent management. It is the ultimate uncomfortable discussion, but the one that says a lot about you as a leader for going through it. It is not the most critical talent management process, because it feeds off several other key processes. Here is the first in a series of posts on this topic – more to come, including trUTips #19.
Talent management related question from a group of SHRM leaders / Human resource professionals. Focused on hi-pot development, succession planning, and selecting the right people. Some great talent management questions and, from my experience doing keynote, probably the three topics most asked about. This is post 2 of 2.