Are your positions constraining your Succession plans?
Posted by Meg Bear on November 5, 2010
Over and over again we hear of customers who started a succession initiative for key positions and quickly found that position-based succession too restrictive.
What ends up being needed, is a bit of a hybrid approach. You often want to do succession for key positions in the very top tier, but as you get 2-3 levels below (or further) you really want to think in terms of pipeline and talent pools that can better represent the needs of the individual and the organization in the process.
The key is a flexible architecture, both in the software and the process design, to recognize where the inflection point is for your organization. You want to apply the right tool [and process] to the right business problem. When you get this wrong you find results are compromised.
Your succession planning should support your business not constrain it.