A key factor for leadership development in organizations is the implementation of succession plans. According to studies, 75% of companies say that these plans are essential for the growth of their leaders. Having a well-structured and known succession plan within the organization brings numerous benefits. For example, employees feel motivated knowing they have opportunities for growth and development within the company. This contributes to increased loyalty, a sense of belonging, and reduced turnover of key employees.
In a business environment marked by constant changes and transformations, it is essential to have effective succession planning models. There are two main approaches. The first focuses on identifying and developing high-potential employees through personalized career plans. These individuals possess characteristics such as ambition, determination, and passion, making them ideal candidates for leadership roles in the future.
The second model responds to urgent situations when a key leader needs to be replaced immediately. In this case, internal candidates are selected who can quickly take on responsibilities, even without much additional preparation. It is crucial to identify key talent, develop both business and leadership competencies, define expected behaviors, and provide mentoring and coaching to future leaders.
The implementation of succession plans has been shown to have a positive impact on organizations. It favors business continuity and helps retain key talent. Investment in these plans benefits not only the company but also its employees and customers. It is essential to have a strategic and structured approach to succession planning to ensure the organization's growth and stability in the long term.
