Succession planning begins with a full talent pipeline

There are certain key leadership positions in every company - from c-level executives to critical staff managers - about which any CEO would say, "we simply can't live without that person." The best way to ensure you never have to test that statement is to build a leadership pipeline worthy of your succession plan.

Best practices for the talent pipeline:

Build a solid foundation: A well-primed pipeline is strategically oriented, as well as tactically equipped. Consider the context in which your emerging leaders will function. Talent development should be tied to the organization's future business plans and growth expectations. It should focus on strategic needs, not simply volume fulfillment.

Formalize and publicize: As companies grow and become more sophisticated, it becomes more difficult for leaders to identify and develop high-potential talent. A talent development pipeline should be apparent to high-potentials and rigorous enough to meet future needs.

Develop leaders through assignments: The pipeline should offer opportunities to develop leadership skills, not only assess and judge leadership potential. Once a high potential is identified, look for ways to stretch and development them.

To learn more about how Corporate Performance Strategies can improve your talent pipeline, call 770-587-2265 today.

<< Back to Articles & Newsletters.