Succession Planning and Leadership Development – The Role of Bosses in Succession Management

Bosses need to know the bench strength of the future leaders of an organization at all levels. A fully engaged boss will be continually assessing the leadership capability of his/her people.

As the executive coach of the managing partner of a law firm, we frequently discuss the best and brightest talent at the firm. The managing partner is acutely aware of the leadership development needs of his high potential attorneys.

Are you actively assessing your leadership talent, and providing proper training and learning experiences to grow your high-potential leaders?

Every boss must be a mentor and coach, investing energy and care to facilitate the development of high potentials. Bosses are best suited to observe rising leaders in action, ask questions, make suggestions and keep them focused on the right priorities. Every interaction becomes a training opportunity to develop the growth of leaders.

Few companies systematically compile useful information about their leadership resources. They have formal routines for collecting financial data and other indicators, but not for leadership development which is the very foundation of business success.

Filling the leadership pipeline:

o Continually revisit the criteria and methods for identifying leadership talent to remain attuned to external changes

o Assign individuals with leadership talent to a sequence of challenging work that builds capabilities while meeting current organizational needs

o Provide rigorous feedback to speed the development of leaders

o Increase the visibility of leaders within the company to solidify his or her connection with the business and allow other leaders to get to know the individual in depth

o Recognize and reward the best performers and adjust the talent tracks for those who fail to meet the standards

o Periodically report on the numbers and types of leaders at various levels and assess any current or anticipated gaps

o Keep the board informed about the strength of the leadership bench of the company, expose board members to leaders several tiers below the CEO, and help members get to know succession candidates in depth

Are you filling your leadership pipeline with the right type of leaders?

Working with a seasoned executive coach trained in emotional intelligence and incorporating leadership assessments such as the Bar-On EQ-i and CPI 260 can help you become a leader who is learning agile at managing talent. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become happily engaged with the strategy and vision of the company.