Are You Succession Ready?
· Identify your most talented staff with critical roles
· Identify estimated retirement dates for all Senior roles
· Create a Succession Planning Map
· Map potential successors for key executive roles
· Document deep core knowledge of all Executive functional leads
· Identify gaps in essential leadership competencies
· Develop personalized development plans to fill competency gaps
· Establish and implement Mentoring programs
· Keep Board apprised of successor candidates and development plans
· Ensure Board is confident of continuity throughout senior executive retirements and transition
· Make Succession Planning and Leadership Development a core part of your business!