In order to avoid such poor outcomes, organizations must be proactive. They need to do each of the following:

• Identify the core skills and capabilities associated with success for each key position.
• Evaluate the various competencies of their most promising employees.
• Develop these talented folks so that they're prepared to take on the myriad challenges
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  Each year, as the fall colors appear and the air takes on a bit of a chill, certain direct sellers begin their day with a fresh sense of anticipation and excitement for the opportunities that await them. What’s their secret?While many are pleased with the dazzling new products their companies debuted at summer convention, that’s not t
  Business leaders know that succession planning is essential to ensuring organizational continuity and growth. Simply stated, succession planning is the process of lining up the right people to take over important roles in the company as they open up. The process typically entails identifying and then developing promising candidates for promotion, thereby maximizing the likelihood of a smooth and successful transition.

  Sounds pretty straightforward, right? Well… it is and it isn't. Succession planning can, in fact, prove a daunting process. Some of the obstacles to doing it right include:

  • Failure to conduct a thorough job analysis of each position to be filled.
  • Lack of internal benchstrength (e.g., having a weak or limited talent pool within the organization).
  • Lack of effective tools and strategies for identifying high potential employees.
  • Failure to groom high potentials for advancement within the company.

  What are the potential consequences of failing to create an effective succession plan? Typically, one or more of the following can be expected:

  • Frantic or chaotic efforts to fill vital roles within the organization as openings arise (and they sometimes arise with little or no warning).
  • Uncertainty among key contributors as to where they’re headed within the organization.
  • Loss of valuable time for training and development of high potentials. (This type of preparation has a major impact upon the individual’s effectiveness in a new role. It dramatically increases the likelihood of success for the individual and the organization. It ought to be a priority.)
  • Intense competition among key employees who believe they are vying for promotion.
  • Marked disruption in overall organizational performance.

  In order to avoid such poor outcomes, organizations must be proactive. They need to do each of the following:

  • Identify the core skills and capabilities associated with success for each key position.
  • Evaluate the various competencies of their most promising employees.
  • Develop these talented folks so that they're prepared to take on the myriad challenges a
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    Creativity can be defined as problem identification and idea generation whilst innovation can be defined as idea selection, development and commercialisation.There are distinct processes that enhance problem identification and idea generation and, similarly, distinct processes that enhance idea selection, development and commercialisa
    right? Well… it is and it isn't. Succession planning can, in fact, prove a daunting process. Some of the obstacles to doing it right include:
    • Failure to conduct a thorough job analysis of each position to be filled.
    • Lack of internal benchstrength (e.g., having a weak or limited talent pool within the organization).
    • Lack of effective tools and strategies for identifying high potential employees.
    • Failure to groom high potentials for advancement within the company.

    What are the potential consequences of failing to create an effective succession plan? Typically, one or more of the following can be expected:

    • Frantic or chaotic efforts to fill vital roles within the organization as openings arise (and they sometimes arise with little or no warning).
    • Uncertainty among key contributors as to where they’re headed within the organization.
    • Loss of valuable time for training and development of high potentials. (This type of preparation has a major impact upon the individual’s effectiveness in a new role. It dramatically increases the likelihood of success for the individual and the organization. It ought to be a priority.)
    • Intense competition among key employees who believe they are vying for promotion.
    • Marked disruption in overall organizational performance.

    In order to avoid such poor outcomes, organizations must be proactive. They need to do each of the following:

    • Identify the core skills and capabilities associated with success for each key position.
    • Evaluate the various competencies of their most promising employees.
    • Develop these talented folks so that they're prepared to take on the myriad challenges
      Fear of Failure
      Of all the real or perceived impediments to success, the biggest is the fear of failure. Certainly, there are often many other obstacles to overcome, but it is this one phantom that prevents most people from even attempting to create the success they imagine that they want.And, in most cases, it is a mere phantom—the boogeyman that hi
      lure to groom high potentials for advancement within the company.

    What are the potential consequences of failing to create an effective succession plan? Typically, one or more of the following can be expected:

    • Frantic or chaotic efforts to fill vital roles within the organization as openings arise (and they sometimes arise with little or no warning).
    • Uncertainty among key contributors as to where they’re headed within the organization.
    • Loss of valuable time for training and development of high potentials. (This type of preparation has a major impact upon the individual’s effectiveness in a new role. It dramatically increases the likelihood of success for the individual and the organization. It ought to be a priority.)
    • Intense competition among key employees who believe they are vying for promotion.
    • Marked disruption in overall organizational performance.

    In order to avoid such poor outcomes, organizations must be proactive. They need to do each of the following:

    • Identify the core skills and capabilities associated with success for each key position.
    • Evaluate the various competencies of their most promising employees.
    • Develop these talented folks so that they're prepared to take on the myriad challenges
      Beware the Opposition!
      Any time you make changes in your life you are going to be met with opposition from people who would prefer you to stay exactly as you are. Sadly, these people are often the ones that love you the most; your family, friends, partners and even work colleagues. However, in your moments of entrepreneurial seizure, the greatest opposition that
      ded within the organization.
    • Loss of valuable time for training and development of high potentials. (This type of preparation has a major impact upon the individual’s effectiveness in a new role. It dramatically increases the likelihood of success for the individual and the organization. It ought to be a priority.)
    • Intense competition among key employees who believe they are vying for promotion.
    • Marked disruption in overall organizational performance.

    In order to avoid such poor outcomes, organizations must be proactive. They need to do each of the following:

    • Identify the core skills and capabilities associated with success for each key position.
    • Evaluate the various competencies of their most promising employees.
    • Develop these talented folks so that they're prepared to take on the myriad challenges
      How to Use The Ryze Network! Detailed Instructions
      (article is not written by Ryze but by Rebecca White with Administrators permission from Ryze in August 2004)Are you not a member of Ryze yet? It’s free with the option to upgrade for only $9.95 a month. I am presently taking the free account, as that is what so many networkers have when they first start out.Go to http://www.
      n in overall organizational performance.

    In order to avoid such poor outcomes, organizations must be proactive. They need to do each of the following:

    • Identify the core skills and capabilities associated with success for each key position.
    • Evaluate the various competencies of their most promising employees.
    • Develop these talented folks so that they're prepared to take on the myriad challenges and responsibilities of their future positions.

    Once a company knows what it needs and who it’s got, it’s in a great position to develop talent internally and look outward to fill in the gaps. This sets the stage not only for intelligent succession planning but also for implementation of this most essential business activity.

    Copyright 2006 Bywater Consulting Group, LLC, Liz Bywater, PhD. All Rights Reserved.