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Succession Planning is a Leadership Development Strategy

Coming out of an incredibly challenging and stressful couple of years, life in and out of the workplace has forever changed. Therefore, effective leadership in an organization is more crucial than ever,  in order to have a fighting chance to thrive in the new normal.

It’s likely you’ve recently had a fire drill or sprinkler system test done at your facility, but have you tested your succession plan? Succession Planning is a leadership development strategy, and it’s definitely not just for when emergencies arise.

Let’s make a simple but uncomfortable assumption. Today is not like any other at your company because you are not going to be there, not ever or again. Have you and your leadership team crisply and clearly identified and documented exactly how you want things to move forward? Have you adequately prepared your company for a day like no other?

What will happen once the predictable shock and grief have subsided? Will rumors and gossip be the reigning metrics driving company performance? Are customers suddenly left to wonder about how this situation affects them and their customers? It is important to recognize an unplanned or poorly planned transition will affect organizational stability and sustainability, and could rapidly put your company out of business, and your employees and family members out of a job.

Succession planning may be a difficult subject to embrace, and often the easiest can kicked down the road when “higher priorities” always pop up but done properly it will change a difficult and challenging situation into an occasion that fosters organizational maturity and growth.

Succession planning gives the organization a basis from which to explain the leadership transitions and build up the organization that will remain operational and financially stable. Succession planning isn’t a singular event, but rather a progressive never-ending process to create an organization where leadership runs both deep and wide, with internal and external stakeholders equally aligned and accountable.

Having an experienced external facilitator quarterbacking the succession planning process, and holding all the internal and external stakeholders accountable, is a proven approach. A facilitator managing a carefully designed step-by-step process keeps everyone aligned and engaged, while also providing benchmarks to gauge forward progress and illuminate impediments. Insyte has the capability to help!

For more information, please do not hesitate to contact me at dhanitz@insyte-consulting.com 

Insyte Consulting