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Succession Management Programs

Assembling the right IT team is like casting a Broadway play. While you may have the right performers to place roles in rehearsals, you need to make sure you have all your roles covered throughout the run of the show. The loss of one or two key members can cause the show to fall apart.

So how can you ensure your show is a success?

First, there are no small roles. Making sure you know where your high-performance talent is at all levels will help you align the right people to the right places. Fifty-one percent of leaders have formal succession programs, but only 22 percent have succession programs in place for the lower levels of production.

Second, examine your understudy approach. Evaluate all your high-potential talent for any open leading positions. While many organizations consider working backward from an open position, consider using a pool-based approach to ensure the focus is on promoting the best people no matter where they are in the organization.

Third, shine the spotlight on your program. Clearly communicate the details, criteria and purpose of your succession management process. Seventy-six percent of IT professionals say the opportunity for career advancement would impact their decision to remain with an employer or look elsewhere.

Finally, be your harshest critic. Examine and review your succession program. More than three out of four IT leaders and professionals report that the lack of evaluation negatively affects the program's impact. New skills will change the equation, and organizations must evolve to keep successful.

A well-defined, properly implemented succession management program is an important component to organizational success. Make sure your show goes on without a hitch.