Leadership development is about more than the C-Suite
Once upon a time it may have made good sense to think about leadership development for a select few and succession planning for the top few levels of the organization. Those times are gone.
Today’s high velocity knowledge economy puts a premium on leadership at all levels. And high potential workers are more likely to consider jumping to another company than ever before. Those factors make succession planning and its trusty sidekick, leadership development, something that concerns the whole organization.
That’s why Beth Armknecht Miller’s article, “Succession Planning Best Practices for all Levels of Management” comes at the perfect time. Here’s the money quote.
“Therefore, it is essential for companies to make succession planning a priority at all levels of management. From team leaders to the C-Suite, long-term sustainability is everyone’s responsibility.”
There are three things to consider with everyone.
What are they capable of?
This is more than simply raw ability. Think about work ethic and commitment to team achievement. Consider whether this is a person who enjoys helping others succeed.
What are their goals?
Not everyone wants to climb to the top of the org chart. Some want to lead, but only in their area of specialty.
Will time change things?
Sometimes temporary personal or family issues factor into a person’s goals. Some people prefer not to take a promotion or make a move until children have graduated from high school or until there’s no need for them to care for a parent.
Leadership development is all about details, discipline, and repetition
Leadership development and succession planning are a continuing cycle of reviews. They’ll be more effective if you begin those reviews early in everyone’s career.
