PRIORITIZE TALENT DEVELOPMENT AND SUCCESSION PLANNING
In the organization, the manager or head of the unit must prioritize talent development and succession planning for a future career path. As we look for leadership, we must manage the organization’s most important assets, which are its employees.
While it remains true that a fast-moving competitive world still demands two major problems that face by an organization, an independent mindset of staff who are less prepared to wait for an organization’s timing of jobs and rewards, and organizations requiring staff to be ready just in time for new projects–the response of employers must be tighter still.
There are a few deliverables or solutions we can elaborate on here why it matters in our daily life in the organization.
Assessment & Succession.
The pressures for getting the mix of skills right in an organization arise from the diversity agenda. As a manager, we must understand the talent we have and what we need. What she or he is capable of and either they are the talent can compete in the market and across all levels of the organization. Succession planning is not a one-size fit or a one-time event. Building the diverse and differentiated leadership bench that our business demand.
Strategy and Capabilities
To help the business develop a comprehensive, effective, and business structure, we must look at what capability we have to share the benefit with our employees. The attractive reward package is to be created, build a thoughtful assessment structure, and develop current and future leaders. In the organization, we must close the potential gap, which is the difference between where you are now and where you need to be to achieve sustainable growth. The strategy must align to be attracting, develop, motivate and retain talent to create the right structure to support the talent. Where critical skills are scarce, employees have choices. The combination of strength of people through positive teamwork to achieve a goal that no one could have done alone.
The words leadership might be the most popular word in any organization. It has exposed us to leaders from the day we were born, our parents to look up to, as they guide and led us through our life. Basically, in the organization, we must know our people’s strengths and keep them motivated. Be a role model to them. At the same time, the objective of the business is headed and what people you will need to achieve to get there. To uncover the talent we already have, we must do a professional assessment to understand and work on closing the gap so that we have the right people in the right roles today with the right talent to take on new roles tomorrow. We must take our company to the next level so that can face the challenges and prepare for tomorrow.
“Leadership changes can rock the boat. Succession planning makes for smooth sailing”
Effa Haslinda Hasrol