Services > Succession Planning
Example: success concepts and strategies template [Requires Log In].
Succession planning is rapidly becoming one of the most critical organization issues facing employers today. Not only are demographics signaling fewer management candidates in the future, but management skills and knowledge are growing increasingly complex with the added elements of rapid technological change, new paradigms for employment relationships, broad diversification of products and services and the requirement to vision from a global vantage point, even if managing in a local sphere.
Governing boards and councils are responding to this challenge by demanding greater accountability for executives to develop successors, not only at the topmost levels of the organization, but down through the ranks. They are taking a greater role in preparing the way for future leadership by identifying the most important challenges for future leaders and engaging in future scenario planning to further clarify skills and knowledge most critical for the future.
Two routes must be assessed: one, the route that is conceived and planned for the long term; and two, the contingency route that will be taken if unexpected changes occur. A policy and program will articulate the goals and vision of the governing body and instill an ever present reminder that the future is unfolding even today.