HR Executive magazine reports a lack of sufficiently robust development plans (including learning and training programs) for candidates was the most often cited barrier to succession-planning success in a 2010 study by the Institute for Corporate Productivity and the American Society for Training & Development, ‘Improving Succession Plans: Harnessing the Power of Learning and Development.

I see this time and time again. Firms have a chosen successor and then do not do enough to truly get them ready for success in the next role. Succession planning involves alot more than a plan. The plan is just the start of the process.

Ongoing development is an important part of successful succession planning effort. Neglect it at your own risk.

This entry was posted on Monday, May 9th, 2011 at 7:40 pm and is filed under Uncategorized. You can follow any responses to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.