8 TIPS FOR

GROWING STRONG LEADERS

Succession planning is one of the main investments an organization makes to secure its future.

Here are 8 tips on how to do it well.

Ask around about potential candidates.

Direct reports and peers know them far better than their bosses ever will.

Ask their opinions. Then listen.

1. Talk to everyone.

2. Invest WiselyThere are not enough training dollars to prepare everyone to be a senior leader. Dig deep to find a group of high potentials who will get the most leadership development.

AT THE SAME TIME, HOWEVER…

3. HEDGE YOUR BETS

No one should feel they are already chosen.

Make sure there are always options in succession—including the option of hiring from outside the organization.

4. Use the right tools.

Take a look at succession planning software. It can make the process more efficient.

5. Gather the right data.

Remember, the right tools only succeed with the right data. Create processes that gather talent data to feed the succession planning software.

Our 3 top choices:

1. Use surveys.2. Gather focus groups.3. Assess demographics.

6. Tell it like it is.Talent reviews need to be frank conversations about the qualities of managers, so the wrong people don’t make it into the succession pool.

7. Adapt and support When a manager finds parts of a new job are a stretch, improve their chances of success by adapting the role and providing support.

And finally…

8. Be patient.

It can take many years to grow strong leaders. Don’t look for quick fixes.

Invest for the long-term by making succession planning and development an integral part of your organization’s culture.

Trees that are slow to growbear the best fruit.

- Moliere

Growing Strong Leaders

Thank you!

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