Are you currently conducting succession planning?
If the answer is yes – chances are you’ve already identified the high-potential employees.
The next step is to share the succession results with the identified successor, but this can be daunting as it comes with some risks.
Forbes contributor, Jill Hauwiller, shares some tips that executives can use to manage the downsides of sharing succession planning results:
– Spend time on conversations about career goals, skills development, and organizational opportunities with all employees to ensure ambitious talent not identified on the succession plan doesn’t feel left out.
– Use your active listening skills to understand what will engage high-potential talents that may be ready to take on new opportunities before the organization has a spot for them.
– If the business changes amidst a succession period, be ready to have a transparent conversation about what has changed and share the growth opportunities still available to the employee(s).
