* Ways you can help instill succession planning throughout your department
We’ve talked before about succession planning, but haven’t yet focused on what that constitutes or what sets apart the best programs. As you identify and groom potential replacements for key IT managerial positions, some research from Aberdeen Group may help.
The report, “The Looming Leadership Void: Identifying, Developing and Retaining Your Top Talent,” defines succession planning as a combination of process, tools and disciplines that enable an organization to plan for anticipated leadership needs, as well as identify, develop, retain and allocate key talent.
Companies ranked as best in class hire from within and enjoy an increase in performance of successors. They also increase bench strength, which Aberdeen defines as the percentage of key positions for which at least one qualified succession candidate is identified.
Though HR primarily drives succession planning, who better than IT leaders know your hiring needs and the skills, knowledge, attributes and behaviors that are key to success. Ways you can help instill succession planning throughout your department include:
* Establish a development culture/mindset.
* Improve a company’s bench strength at key positions.
* Identify high potential talent early.
* Position succession planning as a key retention strategy.
* Gain a clear understanding of IT leadership talent gaps.
Once you’ve got the basics down, your company should consider deploying tools that automate succession planning. According to the report, organizations with a fully automated succession planning system are 3.5 times more likely to achieve best in class status. Such tools include performance management tools; skills gap analysis or competency variance tools; assessment/testing tools for attributes and other behaviors; tools that provide visibility into org charts; and assessment/testing tools for skills or knowledge.
To download the complete report, click here.
