This guidance recommends the "Ready Now/Ready Next" Approach to Succession Planning.
Every really effective executive spends a great deal of time on the people in their organization. Who's good, who's struggling, who's doing what we need them to do, who's taking up too many resources, who's creating conflict where they oughtn't. This is because the core responsibility of an executive is to ensure the future profitability of the organization.
That means you've got to know who's going to fill what roles in the near term. Further, based on what the market is going to do in the next 5 years, where is the organization strong or weak relative to that in human capacity, and therefore what hiring/development needs to happen to create the future we want or meet the future we think is going to happen to us.
Here's how to do Succession Planning now for you and your team.
This Cast Answers These Questions
- How do I do succession planning?
- How do I document succession planning?
- How do I I tell my directs who is in my succession plan?
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