12 steps to building the talent pool
SUCCESSION planning is not just about identifying potential key leadership roles for successors. It is also about setting up proper succession processes that reach across ranks.
This includes identifying staff with high potential in the lowest levels of an organisation, and grooming them through development efforts to expand their knowledge, skills and competencies.
Here is a 12-step process (adapted from Halogen Software) for an effective succession plan to ensure the right talent pools are created to take an organisation to greater heights:
Identify all areas/functions currently strategic to the organisation's success and survival.
Identify key roles and employees in these strategic areas/functions.
Identify emerging areas/functions that will be strategic to future success and survival.
Identify roles and employees in these emerging areas/functions.
For each area/function/role, identify competencies, knowledge, skills and experience required for exceptional performance.
Identify learning resources and initiatives that can help develop each competency.
Identify high-performing employees.
Identify all high-potential employees: those who demonstrate interest, drive and passion to progress in their careers.
Hold "stay interviews" with high-performing and high-potential employees. Find out what motivates, engages and frustrates them.
Create talent pools for each current and emerging strategic area/function.
Recruit from these talent pools when opportunities or vacancies open up.
Repeat the process.