Of NGOs and Succession Planning- Part 2
Posted on 26 September, 2020 at 04:30
By Kudakwashe Ngoma
It is important for organisations to
visualise their future beyond projects. This is where the issue of
organisational sustainability comes into play, and succession planning is a key
facet of sustainability. First generation leaders have to hand over
responsibilities to the second generation for continuing the services of the
organization.
While it is true that succession will
happen one day, is a plan essential? Yes, because if an organization decides
upon handing over management responsibilities to a new leader at the last
minute, it can cause misbalance in the structural system. Organization may end
up being unmanageable and inefficient if proper leaders are not identified and
promoted. The ability of the organisation’s management to deliberately drive
the organisation in the direction of sustainability is the hallmark of
modern-day leadership attributes that are very rare to come by. Listed below
are some of the benefits, for an organisation, of having a succession plan in
place.
Disaster-proofs your business
The reason one buys insurance is to protect
their car from accidents or fires. You install security systems to defend the organisation
from theft. And you back up data to an off-site location to safeguard your institution’s
proprietary information. Many organisational leaders get so busy with the
day-to-day operations of their institutions that they fail to make succession
planning a priority. Some leaders may think they’re too young to be hit with a
serious illness. Or they forget that a key player (or several) could be lured
away by another organisation that needs their skills and is willing to pay top
dollar for them. Any of these scenarios can leave an organisation uniquely
vulnerable.
It is key to remember that succession
planning is another step in your senior leadership’s strategy to safeguard the
future of the organisation – whether you are physically there for its long-term
success or not. Starting the conversation may be daunting, but the sooner the
work on your succession plan begins, the quicker your organisation is shored up
for the long haul
Identifies your most-qualified future
leaders
Formal succession planning requires your
company to identify those positions most critical to the future success of the
company. These might not all be C-suite positions. Leadership has to identify
internal candidates with the values, skills and desire to take on those
critical jobs. Talking to potential candidates about their interests and career
plans then becomes very important.
These crucial steps in succession planning
lead to several benefits. First, a thorough look at your organisational chart
helps your leadership better understand potential vulnerabilities, and can
bring a sense of urgency to cross-train key employees in certain roles. On the
other hand, if there are truly no internal candidates who seem right for
leadership positions, then you know to begin an external search early on. Most
importantly, some of the benefits of succession planning is that it lets
ambitious, less-experienced internal candidates know their hard work and skills
have been noticed and appreciated enough to be considered for advancement. This
can be an incredible retention tool and motivator for junior managers and
subject matter experts who want to advance their careers into management.
Creates structure for training and
development
Once your organisation has identified that
Sally, Bob and Bruce are interested in moving into senior positions, you can
identify any competency gaps and begin grooming them for their eventual
succession.
Some of the employee’s professional
development may come in the form of coaching, mentoring, job shadowing or a
gradual increase in more advanced responsibilities. Other positions may even
require the candidate to go back to school to get additional education or
professional certification. By tapping potential successors early, you give
employees time to acquire the skills and experience they’ll need to perform
well in their senior roles. You also let employees know that you’re willing to
invest in their growth as well as the organisation’s.
Keeps extra eyes on a job
Once your top prospects are being groomed,
your organisation has a chance to reap perhaps its best tool to grow and
thrive. This happens when a junior manager is sitting and talking with their
senior leader about why they’re doing things a particular way. The simple
process of explaining the status quo helps reveal weakness in processes and
procedures, uncovered opportunities and opportunities for positive change. This
natural process allows your company to keep an extra set of eyes on its senior
roles and encourages questioning of the operational norms that may have become
dated or inefficient.
In this way, succession planning results in
future-proofing your organisation. Conversely, when retiring employees leave,
they can act as a sounding board for questions and concerns, troubleshoot
customer problems and more. This helps to smooth the transition.
Helps the company plan for the long-term
Change happens fast. When your company
knows where it’s going, your team can plan for the future. If you position
succession as part of your institution’s overall growth plans, you create a
path for retiring employees to hand off their years of hard-earned knowledge
and transition important working relationships before they leave. The objective
of a succession plan is to help your organisation sustainably grow with intent
as you identify and build plans for vulnerabilities in other areas of operation.
Other benefits to succession planning may include providing help in
ascertaining which areas require innovation, setting realistic goals for growth
and planning for future talent needs that may result from that growth.
The above list of benefits is by no means exhaustive.
These only stand to highlight what your organisation stands to gain if and when
it chooses to be deliberate about the sustainability of the organisation and
institute into place succession plans. For further insights or if you would
like expert guidance on succession planning and other governance matters for
your organisation, please get in touch with KFM Consultants at information@kfm.co.zw .