top of page

Transform Succession Planning with This One Simple Hack

Here at TwentyOne Leadership our proven approach to talent succession planning is rooted in a combination of joint research with the London School of Economics and over 25 years of industry experience.


We believe that building a robust succession pipeline requires innovative strategies that align with the complexities of modern organisations, like yours.


One such strategy that has proven highly effective is our unique take on shadowing – a concept we call 'Talent Exchange'.


Shadowing with a twist


Traditional shadowing involves high-potential individuals following senior leaders to learn from their expertise and leadership styles. While valuable, this approach can be limited in scope, often reinforcing existing hierarchies and overlooking untapped talent within the organisation. Talent Exchange flips the script.


In Talent Exchange, leaders spend time observing and learning from high-performing individuals in diverse departments. This fresh perspective creates a two-way learning experience that benefits both parties and the organisation.


Why Talent Exchange works


  1. Unearthing hidden talent 


Leaders often interact with a limited subset of employees, which can result in promising individuals being overlooked. By stepping into the day-to-day work environments of high performers, leaders gain a firsthand understanding of their skills, problem-solving abilities, and leadership potential. These 'hidden gems' might not traditionally stand out but could play crucial roles in the organisation’s future.


  1. Challenging perspectives 


Talent Exchange exposes leaders to new ways of thinking and operating. By observing how individuals from different departments tackle challenges, leaders gain insights into alternative approaches and innovative practices. This cross-pollination of ideas encourages adaptability, develops innovation, and breaks down silos within the organisation.


  1. Developing mutual respect 


When leaders take the time to learn from team members, it creates a culture of mutual respect and appreciation. Employees feel valued for their contributions, which boosts morale and strengthens engagement. This dynamic also encourages open communication and collaboration across hierarchical boundaries.


The bigger picture


Talent Exchange is more than a talent succession identification tool; it’s a cultural shift. By encouraging leaders to step into the shoes of high-performing employees, organisations create a more inclusive and innovative environment. This approach not only strengthens the talent pipeline but also builds an adaptable, forward-thinking leadership team prepared for future challenges.


TwentyOne Leadership’s commitment to combining rigorous research with practical application ensures that strategies like Talent Exchange are not just theoretical—they’re transformative. By embracing this unique approach, your organisation can redefine how you identify and nurture your future stars, ensuring long-term success.


What to do next?


Ready to make your succession successful? Contact Matt at matt@twentyoneleadership.com.


When the time is right, and you’re ready to transform your succession strategy, let’s set up a 45-minute discovery call to see how my approach is right for you.


Take the first step towards a successful future! Book direct with me here.


Matt






bottom of page