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Click here to download free Ultimate Guide to Succession Planning

The 3 Key Data biggest Challenges of Success Planning

1. Data Collection of Succession Planning

2. Succession Planning Challenges of Data Analysis

Succession Planning Challenges of Data Analysis
Succession Planning Challenges of Data Analysis

3. Succession Planning Framework Data Outcome

Peek into The New Lens of Succession Planning

  • Succession Planning and the New Lens
  • Job Roles and its Shift
  • Potential and how to Connect the Dots
  • Key Takeaways

Aspect 1: Job Roles and its Shift

Aspect 2: Potential and how to Connect the Dots

  • Job Architecture: While jobs are the first focus area of Succession Planning, skills are now treated as the main currency. Organisations need to create a job architecture framework with all the skills and competencies in a central depository.
  • This allows organisations to better understand and gauge the organisation’s skill level as they grow. Having a future proof and relevant job architecture is important not just for Succession Planning, but the talent life cycle as a whole.
  • Technology: Succession Planning involves a lot of time and money. Technology is the catalyst for scalability across the organisation. Utilising technology as compared to doing things manually and without structure, for example in trying to craft new roles or evaluating the talent pool, makes it easier and more efficient.
  • Succession Planning Measurement and tools: One common mistake that organisations tend to make is simply replacing old tools with new ones, for example, replacing one assessment provider with another.
  • However, this does not address the root problem. Rather than having multiple tools in silos, it is the integration of various measurements that unearths meaningful insights and achieves a holistic view of talents.
  • Challenges of succession planning Outcome: Based on experience, most organisations run Succession Planning with a lot of focus on performance and most recently potential as well, which they then plot against a 9 box to identify top talents and discuss these talents.

7 Biggest Steps To Kick Start Your Succession Planning

What qualities can we identify to measure the potential of employees we are grooming for succession?



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