Personnel Today
  • Home
    • All PT content
    • Advertise
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Equality, diversity and inclusion
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • XpertHR
    • Learn more
    • Products
    • Pricing
    • Free trial
    • Subscribe
    • XpertHR USA
  • Webinars
  • OHW+

Personnel Today

Register
Log in
Personnel Today
  • Home
    • All PT content
    • Advertise
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Equality, diversity and inclusion
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • XpertHR
    • Learn more
    • Products
    • Pricing
    • Free trial
    • Subscribe
    • XpertHR USA
  • Webinars
  • OHW+

Personnel Today

Effective succession management

by Personnel Today 19 Nov 2002
by Personnel Today 19 Nov 2002

Top tips by International consultancy DDI

A DDI survey of more than 1,000 executives and HR professionals found that
in most cases, organisations prefer to fill more than two-thirds of senior
leadership positions from within the company. Over the years, working with
19,000 organisations worldwide, DDI has identified the most important drivers
that provide effective succession management. Here are the top 10:

Have an up-to-date succession management system

Individuals need to be developed at an organisational level rather than for
specific positions, and then matched to the most appropriate positions as
vacancies arise. Meaningful, measurable goals associated with tangible
succession management outcomes, should be set in place.

Know all the high potential people within a company

CEOs should be encouraged to look throughout their entire organisation for
candidates suitable for accelerated development instead of solely relying on
their personal knowledge. Again, systems must be in place to find these people,
particularly those who don’t typically interact with senior executives. But
CEOs should get to know the high-potential people within their organisations as
well as possible.

Have common standards across your organisation

Effective organisations have set up systems to identify exceptionally
talented individuals throughout their organisations, especially those working
internationally. The criteria which constitutes high potential needs to be
agreed upon to create transparency and help line managers and divisional HR
people to spot talent. It is important to attach similar recognition to
previously unknown leaders from newly-acquired segments of the firm.

The best people are not always the ones who get the most meaningful early
assignments

Not all potential leaders have equal access to the best job and development
assignments, or the opportunity to take on significant responsibility early in
their careers. To level the playing field for all of an organisation’s
prospective leaders, the evaluation of individuals with high potential should
be based on core, basic skills enhanced by well-crafted evaluation.

Treat candidates as individuals

Once individuals are identified as having high potential, their development
needs must be diagnosed so that they can be given the experience and training
necessary to prepare them for success at senior levels.

Ensure that development plans are implemented

Ideally, a development-planning discussion would be combined with setting
job objectives at the start of each new assignment. Once given their tasks, a
deadline, and told of the support they can expect, those high potential
individuals will be able to determine which of their development needs can be
met.

Never assume short-term issues are more important

The best companies act on the belief that their future depends on the people
they develop. And many make time for succession management activities because
they believe that both their boards and the stock market are increasingly
concerned about the depth of talent in a company.

Understand that diversity can’t be left to chance

Once a succession management system is in place, diversity goals must be set
and aggressively re-inforced through the CEO’s behaviour. Leaders must
communicate the need for corporate diversity, but being involved in planning
and championing the development of those with high potential sends out a
stronger message.

Let people learn from their mistakes

When an individual makes a wrong decision, it must be considered as an
opportunity to learn from their mistakes. Fostering an atmosphere where people
can make mistakes and learn from the experience is an important part of a
successful management programme.

Remain patient

Remember: just as it takes time to build a client base or penetrate new
markets, people – even the brightest and most talented – need time to grow and
develop.

www.ddiworld.com

Personnel Today
Personnel Today

Personnel Today articles are written by an expert team of award-winning journalists who have been covering HR and L&D for many years. Some of our content is attributed to "Personnel Today" for a number of reasons, including: when numerous authors are associated with writing or editing a piece; or when the author is unknown (particularly for older articles).

previous post
Lord Chancellor backs tribunal reforms
next post
Employer concerns halt ‘faulty’ death law

You may also like

Barrister wins gender critical belief discrimination claim

27 Jul 2022

‘Patchy’ mental health services failing ethnic minority communities

11 Jul 2022

Global study highlights hypertension treatment failings

8 Jul 2022

NICE sets out new guideline on managing depression

8 Jul 2022

Half of employees struggle to switch off on...

8 Jul 2022

Five steps for organisations across the globe to...

8 Jun 2022

The Search for Talent: Six Major Employer Pitfalls

24 May 2022

Grants scheme set up to support women’s health...

16 May 2022

How music can help to ease anxiety at...

9 May 2022

OH will be key to navigating ‘second pandemic’...

14 Apr 2022
  • 6 reasons why work-based learning is better than traditional training PROMOTED | A recent Fortune/Deloitte survey found that 71% of CEOs are anticipating that this year’s biggest business disrupter...Read more
  • Strengthening Scotland’s public services through virtual recruiting PROMOTED | This website is Scotland's go-to place for job seekers looking to apply for roles in public services...Read more
  • What’s next for L&D? Enter Alchemist… PROMOTED | It’s time to turn off the tedious and get ready for interactive and immersive learning experiences...Read more
  • Simple mistakes are blighting the onboarding experience PROMOTED | The onboarding of new hires is a company’s best chance...Read more
  • Preventing Burnout: How can HR help key workers get the right help? PROMOTED | Workplace wellbeing may seem a distant memory...Read more

Personnel Today Jobs
 

Search Jobs

PERSONNEL TODAY

About us
Contact us
Browse all HR topics
Email newsletters
Content feeds
Cookies policy
Privacy policy
Terms and conditions

JOBS

Personnel Today Jobs
Post a job
Why advertise with us?

EVENTS & PRODUCTS

The Personnel Today Awards
The RAD Awards
Employee Benefits
Forum for Expatriate Management
OHW+
Whatmedia

ADVERTISING & PR

Advertising opportunities
Features list 2022

  • Facebook
  • Twitter
  • Instagram
  • Linkedin


© 2011 - 2022 DVV Media International Ltd

Personnel Today
  • Home
    • All PT content
    • Advertise
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Equality, diversity and inclusion
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • XpertHR
    • Learn more
    • Products
    • Pricing
    • Free trial
    • Subscribe
    • XpertHR USA
  • Webinars
  • OHW+