Are succession plans becoming shorter – and more guided?

We think that the days of long-term succession plans are over: it’s no longer realistic to think in terms of, say, a five year succession plan – and it’s no longer practical to think that talented people will wait around, biding their time in the organisation until a post comes up. The problem is not only is it almost impossible to determine what you are looking for in people for five years’ time but…

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Online succession planning tool helps HR see how their organisation compares with others

Many organisations create and implement a succession planning strategy, but for some this is unmanaged, unplanned or worse. To help HR and Talent decision-makers to understand the impact and effectiveness of this activity, we’ve developed a free-to-use online Succession Planning Tool. Completed in a matter of minutes, it provides the participant with instant results to gain an insight into the overall effectiveness and value of succession planning – and the extent…

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New online succession planning tool helps HR see how their organisation compares with others

Many organisations create and implement a succession planning strategy, but for some this is unmanaged, unplanned or worse, according to talent management software specialist Head Light. To help HR and Talent decision-makers to understand the impact and effectiveness of this activity, Head Light has developed a free-to-use online Succession Planning Tool available on its website. This Succession Planning Tool can be completed in a matter of minutes and provides the participant…

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Succession Planning within the new Talent model – 5 things to think about

In our blog last week, Professor Nick Kemsley, outlined trends in how talented people are viewing their careers and their interactions with their employers. In this video, he explores how these trends might translate that across to succession planning – and highlights five key considerations for us Take a look at the realistic and valid timescale of a succession plan – are 4 – 5 year plans looking to far in…

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Talent Consumerisation – what does it mean for succession planning?

In our blog this week, we take a look at the impact that the consumerisation of talent is having – or may need to have – on our the succession planning activities of an organisation. With the growth of the career portfolio organisations need to align their succession planning approaches far more to how talent thinks about careers and to move away from how HR thinks about process. We’ve summarised what…

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Use data in Succession Planning

How do you use data in succession planning and talent review activities within your organisation?  Are you able to cut and slice the data to make informed succession planning decisions? Our recent article in HR Magazine has clearly given food for thought. In it, we look at how, one of the challenges we face in succession planning is identifying potential or rather, defining potential at the outset. And because it is so tricky…

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Critical Role Assessment

One of the early stages in succession planning is to identify those roles for which you need to ensure a pipeline of talent. For most organisations, having a successor identified and developed for each and every role would be beyond their reach, and not a productive use of HR resources. It is probably the role of all managers to be readying their second-in-command, but, as an HR or OD practitioner,…

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Are line managers failing to identify talent?

When you identify talent, you’re deciding who are offered accelerated promotion opportunities or development programmes. But what if you’re identifying the wrong people? In Talent Review meetings and conversations, line managers typically use a performance-potential matrix, often called a ‘9-box grid’, to review each member of their team. But the tricky part is to articulate what is meant by ‘potential’, and often it’s left to the manager’s gut feel whether or…

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Management bias can hold back talent if data insights are not used effectively

HR teams need to use and interpret data more effectively if they want to overcome management bias and spot who really has talent and potential in their organisation, according to talent management software specialist Head Light. “Organisations rightly want to identify which employees have the capability and potential to add real value in the future, so they can nurture, engage and retain them,” said Debbie Hance, Head of Business Psychology…

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5 key areas to check to see if you’re ready for succession planning

Effective succession planning is about making sure that you have the right people in the right place at the right time and is a cornerstone of talent management. Whether you see succession planning as focused solely on leadership and senior positions, or whether you take a more inclusive view and extend the process to a wider range of key roles it can be difficult to know where to start. We’ve…

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