The Importance of Breadth and Depth in Your Succession Plan
Succession planning ๐ถ๐๐ป'๐ ๐ฎ๐ฏ๐ผ๐๐ ๐ณ๐ถ๐ป๐ฑ๐ถ๐ป๐ด ๐ฟ๐ฒ๐ฝ๐น๐ฎ๐ฐ๐ฒ๐บ๐ฒ๐ป๐๐; it's about creating leaders. ๐๐'๐ ๐ฎ๐ฏ๐ผ๐๐ ๐ถ๐ป๐๐ฒ๐๐๐ถ๐ป๐ด ๐ถ๐ป ๐๐ต๐ฒ ๐ฝ๐ผ๐๐ฒ๐ป๐๐ถ๐ฎl within your organization today, to ensure a strong leadership pipeline for tomorrow.
In all the years I helped companies with their leadership development there was always one burning question: Can you really teach leadership?
The answer is yes โ but itโs not easy and itโs not fast.
The same is true of succession planning.
Although I would say it IS easy โ if you have the right planโฆ but itโs still not a fast process.
Part of the reason it is not fast is the need for breadth and depth in succession planning.
Breadth of Organizational Knowledge/Experience
Breadth in a succession plan refers to the variety and diversity of experiences and expertise that individuals in the succession pipeline possess. It involves having a pool of potential successors who have gained a wide range of experiences across different areas within the organization. These individuals should understand the functioning of the organization as a whole rather than simply being experts in their specific roles or departments โ which is what โleadershipโ looks like in most organizations today.
Having individuals with diverse experiences and backgrounds in the succession pipeline is crucial for several reasons:
1. Holistic Understanding of the Organization:
Employees with diverse experiences throughout the organization have a comprehensive understanding of how different departments and functions operate and intertwine. This knowledge is vital for effective decision-making at higher levels when organizational decisions must be made.
2. Adaptability and Flexibility:
Exposure to various roles and functions fosters adaptability and flexibility in future leaders. They are better equipped to respond to changes, challenges, and opportunities, which is especially important in today's dynamic business environment.
3. Cross-Functional Collaboration:
Individuals with experience in multiple areas can bridge invisible barriers and facilitate collaboration between different parts of the organization. Collaboration fosters teamwork and innovation which in turn enhances overall organizational performance.
Depth of Generations
When you have depth in your succession plan, you have multiple layers and generations of potential successors. It is important to cultivate talent at different stages of their careers and identify individuals who can step into critical roles as they progress within the organization.
1. Long-Term Talent Development:
Identifying and nurturing talent early in employeesโ careers allows for a long runway of development opportunities, which is crucial for learning behaviors. If you expect a future leader to be knowledgeable in the operations of the whole company โ that will require many years of experiences to achieve.
2. Employee Engagement and Retention:
Employees are more likely to stay if they know that your company offers a future for them and a path for career growth.
Incorporating both breadth and depth into your succession plan ensures a comprehensive and robust approach. It's about not only having a diverse pool of potential successors but also nurturing them at different stages of their careers for a seamless leadership transition.
Remember, succession planning is about preparing for a sustainable and thriving future.
This article was originally published on LinkedIn