Recruitment and retention for management and executive posts has become a big issue of late. In response organisations are reviewing their approach to Succession planning. The traditional focus on certain senior posts with a view to grooming a successor or system of talent spotting and fast tracking is being replaced by an organisational drive to increase leadership skills at all levels. The idea is to creat a broad and diverse pool to recruit from.
This grow your own approach recognises that Succession Planning is not something to be left to HR to sort out or to individual senior managers who want to pick their successor in their own image. This different approach has to be owned and driven by senior management. It is underpinned by a belief that leadership skills are transferable and that people can therefore move between areas of business without having a background or technical/ specialist knowledge of that area. Although they will require the ability to quickly acquire knowledge.
It’s a corporate approach to leadership development which if faithfully adopted goes some way to breaking down traditional departmental silos as people with leadership skills move across and between.
A good leadership program will not only creat a broad and diverse pool to recruit from but also act as a significant means of retaining employees.
Yes some will leave to further their career so maybe should work together in a region e.g. peer groups across organisations
Blair Mcpherson former Director author and blogger www.blairmcpherson.co.uk
