Selecting a leader is much more than just simply filling an existing position. In the third and final part of our Succession Planning Tips series (see Part 1 and Part 2); we will be over-viewing a checklist for selecting a leader.
Succession Planning Checklist:
1. Analyze Your Future
Look at future goals of the organization for the next 2, 5 and 10 years. Identify the strategies needed to reach those goals.
2. Think Critically About Jobs
Identify competencies, skills, and knowledge necessary for key job roles. This can be achieved by using tools like job descriptions, person specifications, and competency frameworks.
3. Look At Your People
It’s equally important to account for your people’s career aspirations, preferences and constraints, and other life factors to ensure that there are no conflicts in the future in regards to work-life balance.
4. Analyze Training, Learning, and Development Needs
Develop specific action plans or development plans for a structured development program geared towards achieving a certain level of capability. You need to focus on the “skills gap” – between where people are now, and where they need to be in the future.
5. Opportunities for Development
Development activities need to be aimed at where you want your people to be, not the level they are already at. Take them outside their comfort zone. For example: providing additional responsibilities to a role such as supervisory or management tasks.
Having done all the groundwork, execution is now easy. The ultimate aim is to get the right people, with the right skills, in the right jobs at the right time.
In summary, choosing leaders for the future can be made easier by following a six step process. Consider what the organization’s future goals are, and how an individual may further or restrict those goals. If you would like more information about succession or organizational tips, please contact:
Helen Scutt, Agriculture Organization Specialist
Ontario Ministry of Agriculture, Food and Rural Affairs
Checklist from: How To Motivate Employees Through Succession Planning