Hi all, we all know about succession planning. What I want to know is how one can ensure that the person being considered for succession planning is the right fit, especially for high-level positions like that of a CEO. It is crucial to be certain that the right individual is being groomed for succession planning. With numerous talented individuals in every organization possessing similar skill sets, how does one identify the most suitable candidate?
From India, Khopoli
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6From India, Khopoli
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Dear Khyat,
I agree with you that succession planning is typically done for high-level positions, such as leadership roles. Choosing one person from many with similar skills can indeed be a challenging task. My advice here would be to consider the process similarly to hiring for a position like a 'secretary.' You may find numerous individuals capable of performing the job well, and even more who could excel at it.
While I am not equating a CEO to a secretary, I am providing an example to illustrate that while everyone is valuable, there may always be someone else who can potentially perform a job more effectively. However, it is not feasible to give everyone an opportunity. Similarly, although there may be several individuals eligible for a new higher role or a developmental plan like succession planning, decisions must be made based on your organization's criteria. It is essential to evaluate candidates according to established norms, such as qualifications, experience, performance, ability to manage people, leadership qualities, future potential, and other relevant factors.
You may be right or wrong at times, but it is crucial to adhere to the established guidelines. I hope this information is helpful. Please feel free to reach out if you have specific questions.
Regards,
Ash
From India, Gurgaon
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I agree with you that succession planning is typically done for high-level positions, such as leadership roles. Choosing one person from many with similar skills can indeed be a challenging task. My advice here would be to consider the process similarly to hiring for a position like a 'secretary.' You may find numerous individuals capable of performing the job well, and even more who could excel at it.
While I am not equating a CEO to a secretary, I am providing an example to illustrate that while everyone is valuable, there may always be someone else who can potentially perform a job more effectively. However, it is not feasible to give everyone an opportunity. Similarly, although there may be several individuals eligible for a new higher role or a developmental plan like succession planning, decisions must be made based on your organization's criteria. It is essential to evaluate candidates according to established norms, such as qualifications, experience, performance, ability to manage people, leadership qualities, future potential, and other relevant factors.
You may be right or wrong at times, but it is crucial to adhere to the established guidelines. I hope this information is helpful. Please feel free to reach out if you have specific questions.
Regards,
Ash
From India, Gurgaon
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Career Development&suc cession planning.ppt
Succession planning.pdf