Succession Planning in Detail

Build your talent ready pool

Once you have your talent in your organisation you need to make sure you have a strategic succession plan to make sure that you're talent fit at any point, enabling you to anticipate rather than react to, changes in your business.

People leave organisations – for many reasons - and you need to be ready to fill those critical and key roles that could damage your business continuity if that person was to leave, by creating a talent ready pool. Be proactive in terms of when someone leaves one of those critical key roles, because there may be some development needs you need to take care of in advance. We advise taking a step back; identify who you've currently got, where the potential is, and start the development now for when that person potentially leaves in three months, six months, or two years.
 
 For the start-up and scale–up community out there, the book ‘Zero to One’  by legendary entrepreneur and investor Peter Thiel, talks about going from your idea (‘Zero’) to a business (‘One’). The team, and skills, around you which got your business off the ground,  are not necessarily the team, and skills, that you need in order to get you to ‘two-X’, ‘three-X’, ‘10-X’. And so your talent profile is going to change depending on the size of the business and depending upon the challenges that you have at any point in time. So talent management needs to be integrated in your business; it's a live event and needs to be well thought through.