Tricky succession planning questions to answer

Questions asked by senior managers about succession risk and ultimately business risk are not always as simple, quick or straightforward to answer as you would think they would be.…

How to make your succession planning more effective

We have a question for you. Are you starting 2017 with robust succession plans in place for your critical posts, high potentials and high impact performers? If not, is it time to look at how to make succession planning more effective in your organisation?…

Are succession plans becoming shorter - and more guided?

We think that the days of long-term succession plans are over: it's no longer realistic to think in terms of, say, a five year succession plan - and it's no longer practical to think that talented people will wait around, biding their time in the organisation until a post comes up.…

Succession Planning within the new Talent model - 5 things to think about

In our blog last week, Professor Nick Kemsley, outlined trends in how talented people are viewing their careers and their interactions with their employers.…

Talent Consumerisation - what does it mean for succession planning?

In our blog this week, we take a look at the impact that the consumerisation of talent is having - or may need to have - on our the succession planning activities of an organisation. With the growth of the career portfolio organisations need to align their succession planning approaches far more to how talent thinks about careers and to move away from how HR thinks about process.…

Use data in Succession Planning

How do you use data in succession planning and talent review activities within your organisation?  Are you able to cut and slice the data to make informed succession planning decisions? Our recent article in HR Magazine has clearly given food for thought. In it, we look at how, one of the challenges we face in succession planning is identifying potential or rather, defining potential at the outset. And because it is so tricky to define, line managers often all fall back on the natural, inherent biases that we all have and bring the 'great guys' and the 'ones to watch' to the discussions at the Talent Review Boards - with not necessarily much to back their choice up. Isn't it the role of the HR team to make sure that the Talent Review Boards gather, use and interpret data more effectively and not rely on those being put forward based on a manager's 'gut feel'. The article in HR Magazine illustrates how, when 360 degree feedback is used as part of the talent identification process, different rankings of 'potential' can be found based on whether one is looking at line manager feedback or feedback from peers and direct reports.…

Critical Role Assessment

One of the early stages in succession planning is to identify those roles for which you need to ensure a pipeline of talent. For most organisations, having a successor identified and developed for each and every role would be beyond their reach, and not a productive use of HR resources.…

Are line managers failing to identify talent in talent review meetings?

When you identify talent, you're deciding who are offered accelerated promotion opportunities or development programmes. But what if you’re identifying the wrong people? In Talent Review meetings and conversations, line managers typically use a performance-potential matrix, often called a ‘9-box grid’, to review each member of their team. But the tricky part is to articulate what is meant by ‘potential’, and often it’s left to the manager’s gut feel whether or not someone is deemed to be ‘talent’.  Such 'gut feel' is open and vulnerable to any psychological bias that the manager might have - whether this is conscious or unconscious bias.…

5 key areas to check to see if you’re ready for succession planning

Effective succession planning is about making sure that you have the right people in the right place at the right time and is a cornerstone of talent management.…

5 New Year resolutions every HR decision maker could make

Getting the most from your talent in 2014 will have its challenges. We’ve put together our thoughts about the top 5 resolutions those making people and talent decisions could look at in 2014.…

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