Succession Planning: It’s Not Kickball !!

June 1, 2011

 

Remember when you’d gather on the playground at recess and line-up, choose captains and then pick teams for the daily game of kickball ??

For some this is a great memory, while it brings terror to others. How do you pick teams? What if I don’t get on the “good” team? What do others think about me when I’m on one team and not the other?

You’d think that we’d have different approaches to teams and succession planning in organizations than we did when we were kids . . . but, ironically, we don’t. The idea of having a solid development program in a company seems like a mythical dream because too many HR efforts try to come up with a mimicked version of someone else who is somewhat successful.

It’s time that HR step up and take the issue of succession planning on directly and quit waiting for Sr. Management to bless or bestow some magical knighting on the chosen for the future. This is an area where HR can truly excel if they’d not treat it like kickball. Here’s what I mean . . .

• Don’t let the captains pick the teams !!

Sr. Management needs to have a breakdown of who the available players are. What are their strengths? What are their weaknesses? Do they play nice together, or are they people who have to be the star?

This isn’t just having some performance management system that spits out a report with metrics on it. HR needs to have input, interpret the data and give Sr. Management true insight on the people they are considering for future leadership opportunities.

• Level the playing field !!

Don’t let people jockey for face time in order to be considered. Just because you play the political games well doesn’t make you qualified to take on a leadership position in the Company. It just means that you’re somewhat savvy to get noticed.

• Change positions !!

Remember the kid who ALWAYS had to pitch? True succession planning that is sustainable has to know if a person is adaptable in different roles. Also, do they approach things more holistically, or do they look at things from a narrow perspective? You won’t know unless you let them take on different roles.

• Let them play !!

Really. Let them play (perform). Tell them that you are considering them for future leadership positions and see how they do. Try them out. HR has to get over the fear that if someone is told they’re a future leader that they’ll handle it poorly. Honestly, if they do, then you know they’re not a fit.

People will rise to the occasion more often than not if there is clarity about their future and less ambiguity. Quit having secret rosters and lists of Top 10% folks and Bottom 10% folks. Be up front with employees and see how they will absolutely “step to the plate.”

So, get out the cool red rubber ball and see where it goes when you kick it. You’ll be stunned at how many leaders have been waiting for the chance to get a chance to join the team !!

Today’s post is a guest post from Steve Browne, the Executive Director of HR for Larosa’s in Cincinnati. Steve is a true connector of people and great guy – you can follow his writing at Everyday People or connect with him here. Thanks Steve!

 

 

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