Introduction to Hi-Potential/Succession Planning & Developing Talent Strategy

Introduction to Hi-Potential/Succession Planning & Developing Talent Strategy
Published September 26, 2014

Your business should hopefully have plenty of top talent in key positions, who use their skills and natural qualities to help it thrive and grow.

But it’s good to be confident that you’ll always have the best people in the right jobs in the future, or else your efforts in the present might come undone.

So what can you do to ensure your firm can succeed in the long-term? Identifying top talent early can be the solution, as it allows you to take a far-reaching view of their career development and groom them into the next generation of leaders.

Here at a&dc, we have extensive expertise of helping business leaders find their future replacements in a completely objective and impartial way.

For instance, our various tests can help to determine whether or not high-potential workers have the right behavioural qualities and attributes to succeed at the top.

After all, a good leader might struggle if they don’t possess certain traits, such as high levels of motivation.

Identifying, developing and keeping hold of your top talent can be fundamental to your firm’s success, but you’re leaving a lot to chance if you rely on subjective judgements.

We at a&dc can make the process far more open and objective – and you can be confident everyone in your workforce is being measured against the same criteria, rather than vague and abstract concepts.

Of course, identifying top talent is just one part of the equation – you have to know what to do with these people. It therefore pays to consider succession planning and have a clear idea of where you want these people to end up.

Research has demonstrated that integrated people strategies lead to better stock market returns, lower staff turnover figures and higher earnings.

So by calling on our experts at a&dc, you’ll be well-placed to prevent gaps emerging in key areas of your business and ensure you have enough people poised to fill every senior position if and when it becomes necessary.

You can’t predict the future precisely, but it’s definitely a good idea to prepare for what might happen.

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