Amplifying the employee voice in succession planning career conversations

So often, succession planning conversations start from the perspective of the Organisation with questions like, ‘what type of leaders will take our organisation forwards’ or ‘which high potentials best fit our current leadership model’? These questions and others like them are undoubtedly important and yet solid and robust career conversations need to consider amplifying the voice of the employee to help shape effective succession planning strategies.…

Eliminating the rituals - Succession Management in a World Disrupted by COVID-19

Companies are gradually adapting to the economic shock and social disruption brought on by this global pandemic.  As they rebuild and reorient in preparation for some form of normality, some people processes now just don’t seem to fit, offer relevance or align with a sense of ‘things being different’.…

Effective Leadership in the COVID-19 Remote Working Era

With countries locking down to slow the spread of COVID-19, the world is having to rapidly adapt to new ways of working, socialising, shopping and communicating.  For a fortunate few, the current situation represents very little shift from the way they have been working for some time.  For many of us, the fundamentals were already in place but perhaps not fully tested.  Others will have worked remotely at points but are finding that their WFH arrangements – adequate for short periods – are not up to the task when several people are doing the same, or when children are also in the same space vying for bandwidth with multiple devices.  For some people, working from home will be a complete novelty.  For companies, it is providing the opportunity to robustly and fully test disaster recovery and business continuity plans.  Whatever our situation, however, the global pandemic is affecting all of us in many ways.…

Enabling employee career choices with digital tools

A common problem facing HR in many organisations - you have outstanding employees and want to keep them in the business. With many industries facing talent and skill shortages and job-hopping becoming the norm, the future looks tough for HR.  Talent mobility is seen as the answer to future-proof the organisation. Organisations are flatter than they once were and employees are more impatient than ever to progress.  Mobility can't be defined as just being 'upwards'. Career advancements now need to be sideways and mean cross-functional 'tours' , or even across geographies. Rarely do organisations have the resources to career counsel everyone - so what digital tools can be deployed to make this easier? HR can enable career paths can take shape by giving employees mapping tools to explore their options – and that there’s no need to look outside of the company for progression.  In our work with clients we’ve witnessed a strengthening of organisations engaging their people in their own career planning and career path mapping.…

Build Succession Plans based on solid Career Conversations

We've blogged before about Succession Planning and taking the organisational view to manage business risk.  Now let's bring in the 'flip side' of the Succession Planning equation - the 'employee voice'.…

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