We all know that change is the only constant in business. Organizations know it, too. Yet, many are hesitant to bring about and embrace change until they are compelled to. This is a fundamental mistake from managements, because organizations that are resistant to change are not likely to flourish in the long run.
Many organizations tend to equate change with the introduction of new, untried products and services. This may be great for the business, but organizational change goes beyond this. It covers leadership, the most invaluable aspect of an organization. Leadership may be great in a company at a point of time, but instead of being smug about it; they see what change can be brought into it, so that the next crop of leadership is waiting in the wings, fully geared and fully equipped to take over the reins. Successful organizations know that leadership, like products, don’t last a lifetime, no matter how good it is.
Such organizations know that leadership may be exceptionally good in a certain set of situations and circumstances, but when these factors change; the leadership may not be able to deliver with as much effectiveness in changed scenarios. The organization that prepares for the next steps of leadership change even while the present stock is fully fit and steering the organization through its growth path is one that has got its succession planning right. The success of succession planning truly lies in this ability.
Some organizations bring about hurried, ad-hoc changes into leadership when in a crisis. This is more of crisis management and firefighting, and does not qualify for succession planning. The foundation to successful succession planning is the realization that leadership is not permanent and has to change.
Successful organizations devise ways and take time to identify the right persons to take up leadership positions in the future. The leadership potential is identified quite early on in the tenure of the future leader. In this sense, leadership planning is not something that develops overnight. It could take years for this to happen. Ideally, the emerging leader should be exposed to the realities of the future role in a phased and realistic manner.
Valuable learning about succession planning
TrainHR, a leading provider of professional trainings for all the areas of human resources, is organizing a webinar, at which the topic of succession planning will be explained in detail. The speaker at this webinar is Marcia Zidle, CEO of Leaders At All Levels. Please visit TrainHR to register for this webinar.
Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.
This activity has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).
Learning on how to make succession painless
Marcia will impart best practices that go into succession planning. She will discuss the core areas of succession planning, such as how to identify potential leaders who can assume greater responsibility in the organization, the variety and impact of various development experiences on those that can move into key roles, and how to engage the leadership in supporting the development of high-potential leaders.
Marcia will cover the following areas:
Personnel such as CEO's, COO's, VP of Human Resources, Chief Learning Officer, Directors, Project Managers, Operation Managers and Supervisors, Team Leaders, and Human Resources Professionals will find this webinar highly valuable.