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Succession Planning for Future Readiness

If you are an SME/MSME owner, before discussing succession, the fundamental question is, what do you want your organisation to do once you cease to exist?<br>Thatu2019s an important call.<br><br>It is a critical and strategic process within organisations that involves identifying and developing future leaders to ensure the continuity and long-term success of the business- https://grovalselectia.com/professional-readiness-and-personality-development/

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Succession Planning for Future Readiness

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  1. SUCCESSION PLANNING SUCCESSION PLANNING SUCCESSION PLANNING for for for FUTURE READINESS FUTURE READINESS FUTURE READINESS +91 9663742007 www.grovalselectia.com

  2. If you are an SME/MSME owner, before discussing succession, the fundamental question is, what do you want your organisation to do once you cease to exist? That’s an important call. It is a critical and strategic process within organisations that involves identifying and developing future leaders to ensure the continuity and long-term success of the business.

  3. Effective succession planning involves:

  4. Identifying Key Roles: The first step is identifying critical organisational positions that need succession planning. These are typically leadership roles or positions with specialised skills essential to the organisation’s operations. www.grovalselectia.com

  5. Talent Identification: Identifying and assessing potential successors for these critical roles is crucial. This often involves evaluating current employees’ skills, experiences, and potential for growth. www.grovalselectia.com

  6. Development and Training: Once potential successors are identified, they must be developed and trained to effectively fill key roles. This may involve mentoring, coaching, training programs, and exposure to different parts of the organisation. www.grovalselectia.com

  7. Monitoring and Evaluation: Continuously monitoring the progress of potential successors is essential. This allows organisations to adjust their succession plans and ensure that candidates are on track for leadership roles. www.grovalselectia.com

  8. Contingency Planning: Succession unexpected departures or emergencies. Having a backup plan can minimise disruptions to the organisation. planning should include contingency plans for www.grovalselectia.com

  9. Communication: Transparent communication is essential in succession planning. Employees should be aware of the process and the opportunities it offers. Open dialogue can also help manage expectations and reduce potential conflicts. www.grovalselectia.com

  10. Evaluation and Adjustment: Periodically reviewing and adjusting the succession plan in response to changing business needs, employee development, or shifts in the industry is crucial for its long-term success. www.grovalselectia.com

  11. Contact Us Failure to succession planning can lead to leadership Failure to succession planning can lead to leadership Failure to succession planning can lead to leadership gaps, reduced organisational resilience, and a lack of gaps, reduced organisational resilience, and a lack of gaps, reduced organisational resilience, and a lack of preparedness for the future. preparedness for the future. preparedness for the future. +91 9663742007 +91 9663742007 +91 9663742007 dinkar@groval-selectia.com dinkar@groval-selectia.com dinkar@groval-selectia.com www. www. www.grovalselectia.com grovalselectia.com grovalselectia.com B Tower-305, La Palazzo (KMB), (Next to Trinity Acres and Woods), Marathahalli – Sarjapur Rd, Ambalipura, Bengaluru, Karnataka – 560102

  12. THANK YOU ( Business Coach ) Dinkar Rao

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