Succession planning is essential in preparing organizations for future leadership transitions, ensuring continuity and stronger business resilience. Identifying high-potential employees through various assessment tools leads to effective leadership development programs. Integrating coaching, mentoring, and feedback enhances leadership growth, while specific tools and metrics help organizations track their leadership pipeline readiness.
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Sections
Class Notes
Memorization
What we have learnt
- Succession planning ensures...
- High-potential identificati...
- Leadership development buil...
Final Test
Revision Tests
Chapter FAQs
What we have learnt
- Succession planning ensures stability during leadership transitions.
- High-potential identification must be data-informed and inclusive.
- Leadership development builds future-ready, versatile leaders.
- Coaching, mentoring, and stretch roles are critical for real growth.
- Tools help visualize gaps and readiness for key roles.
Key Concepts
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Term: Succession Planning
Definition: A proactive approach to prepare organizations for leadership transitions, ensuring continuity and reducing disruption.
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Term: HighPotential Employees (HiPos)
Definition: Employees identified through specific assessment tools like 9-box grids who display strong performance and leadership potential.
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Term: Leadership Development Programs
Definition: Programs designed to enhance the skills and abilities of current and future leaders within the organization.
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Term: Coaching and Mentoring
Definition: Support mechanisms involving experienced leaders aiding in the development of less experienced employees towards achieving their professional goals.
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Term: Succession Planning Tools
Definition: Frameworks and metrics used to assess and visualize the readiness of successors for key roles within the organization.