As your communication processes involve everyone in Succession Planning, a groundswell of positivity generates a shift in your business culture. Your people start to realise that there is more to this than a job – it’s building their feelings of self worth and future. This culture becomes just ‘the way we do things around here’ and new employees commence at a higher, different level.

As you start to build capacity of those around you, there is a lot that can be delegated safely as a development opportunity, suitably supported and coached. You crate space to do more important things in your role. They develop and build confidence. With confidence comes improved customer relationships, greater efficiencies. So managers, employees, business and ultimately stockholders all are winners.

There is a certain amount of workload involved in creating a Succession Planning process. Once these initial stages are completed, only a small amount of time outside normal activities is required. In fact, with added skills and development of your people, far greater efficiency and effectiveness results.

Using a Succession planning process sits very appropriately with Performance Management. As potential has been identified, next steps in development are constructive and clear. The individual takes accountability for their own development and practically self-manages their performance.