Learn how to create a robust leadership pipeline and foster a culture of leadership in your company with these tips on leadership development and succession planning.

By implementing next steps, you can create a systematic and effective approach to developing leaders and planning for their succession in your company. This will contribute to building a strong leadership pipeline and ensuring the long-term success and growth of your organization moreover , Developing leaders and planning for their succession is crucial for the long-term success and sustainability of any organization Identify potential leaders Create a leadership development program Provide ongoing feedback and coaching Assign challenging projects and responsibilities Foster a culture of continuous learning Identify potential successors Create a succession plan Provide growth opportunities Evaluate and adjust

Having developed a number of leadership competency frameworks this gives you the ability to define how to deliver the necessary underpinning knowledge and understanding on which to base their leadership development through experience ie not being the accidental manager I’ve seen so often where individuals are given managerial/leadership roles without being told how to do it. This was the basis of the Royal Navy’ Leadership School I led way back in 2000. It still applies today.

How can you develop leaders and plan for their succession in your company?

Developing leaders and planning for their succession is crucial for any company that wants to sustain its performance, adapt to change, and foster a positive culture. However, many organizations struggle with identifying, nurturing, and retaining their future leaders, especially in times of uncertainty and disruption. How can you overcome these challenges and create a robust leadership pipeline in your company? Here are some tips to help you.

1 Assess your current and future needs

Before you start developing your leaders, you need to have a clear picture of what kind of leadership skills, competencies, and behaviors your company needs now and in the future. You can use various tools and methods, such as SWOT analysis, competency frameworks, 360-degree feedback, and talent reviews, to assess your current leadership strengths and gaps, as well as the emerging trends and opportunities in your industry and market. Based on this analysis, you can define your leadership vision, goals, and criteria, and align them with your company's strategy, culture, and values.

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Moustafa S Ghazy

Divsional HR Manager | Head of HR |HR Consultant | HR Freelancer| HRMD | SHRM | TOT | MBA | DBA
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By implementing next steps, you can create a systematic and effective approach to developing leaders and planning for their succession in your company. This will contribute to building a strong leadership pipeline and ensuring the long-term success and growth of your organization moreover , Developing leaders and planning for their succession is crucial for the long-term success and sustainability of any organization Identify potential leaders Create a leadership development program Provide ongoing feedback and coaching Assign challenging projects and responsibilities Foster a culture of continuous learning Identify potential successors Create a succession plan Provide growth opportunities Evaluate and adjust

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David Hogan CEng FIET

Leadership and Coaching that helps businesses grow
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Having developed a number of leadership competency frameworks this gives you the ability to define how to deliver the necessary underpinning knowledge and understanding on which to base their leadership development through experience ie not being the accidental manager I’ve seen so often where individuals are given managerial/leadership roles without being told how to do it. This was the basis of the Royal Navy’ Leadership School I led way back in 2000. It still applies today.

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2 Identify and develop your high potentials

Once you have your leadership needs defined, you can start identifying and developing your high-potential employees who have the potential to grow into key leadership roles. You can use various sources of data, such as performance reviews, personality tests, assessments, and nominations, to spot your high potentials and evaluate their readiness, motivation, and fit for leadership. Then, you can design and implement a comprehensive development plan for each of them, which should include a mix of formal training, coaching, mentoring, feedback, and challenging assignments. You should also monitor and measure their progress and impact, and provide them with regular recognition and support.

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Michael Pitfield

Leadership Fellow at Windsor Castle - St George's House. Director, Society of Leadership Fellows
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The best way to develop high potentials for possible succession is to give them leadership responsibilities.Let them do some tasks that you would normally do or represent you at industry events. This sort of learning by doing tests them,challenges them, and gives them the opportunity to flourish.

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3 Create a succession plan

Developing your high potentials is not enough if you don't have a succession plan in place to ensure a smooth transition of leadership when the time comes. A succession plan is a document that outlines who will replace whom in which role, when, and how. It should also include contingency plans for unexpected events, such as resignations, retirements, or emergencies. You should create a succession plan for all critical leadership positions in your company, and update it regularly based on your changing needs and circumstances. You should also communicate your succession plan to your stakeholders, and involve them in the decision-making and handover processes.

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4 Foster a culture of leadership

Developing leaders and planning for their succession is not a one-time or isolated activity. It is an ongoing and collaborative process that requires a culture of leadership in your company. A culture of leadership is one where leadership is seen as a shared responsibility, not a privilege or a position. It is one where everyone is encouraged to learn, grow, and contribute to the company's vision and goals. It is one where feedback, collaboration, and innovation are valued and rewarded. You can foster a culture of leadership by modeling the behaviors and values you expect from your leaders, empowering your employees to take initiative and ownership of their work, creating opportunities for cross-functional and cross-level interactions and learning, and celebrating the achievements and contributions of your leaders and teams.

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Olga Feingold

Learning & OD Director @ NRG Vivint | MBA Fellow Innovating Talent & Leadership Solutions | Builder of Agile, High-Performing Teams
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One part that is often skipped in succession planning is ramp time. We afford new employees a period of grace to learn. The best succession plans determine how to ramp ahead of the succession or ensure the business is ready to accommodate a ramp window.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Michael Pitfield

Leadership Fellow at Windsor Castle - St George's House. Director, Society of Leadership Fellows
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In considering succession planning it’s a good idea to have several potential successors not such a good practice to have a “favourite son (or daughter)’ or an ‘heir apparent’ this can be unsettling for other employees and can lead to hubris on the part of the preferred one.

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How can you develop leaders and plan for their succession in your company?

1

2

3

4

5

1 Assess your current and future needs

2 Identify and develop your high potentials

3 Create a succession plan

4 Foster a culture of leadership

5 Here’s what else to consider

Change Management

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How can you develop leaders and plan for their succession in your company?

1

2

3

4

5

1 Assess your current and future needs

2 Identify and develop your high potentials

3 Create a succession plan

4 Foster a culture of leadership

5 Here’s what else to consider

Change Management

Rate this article

Thanks for your feedback

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