In my recent experience, the days of rigid role-based succession planning are giving way to a more flexible, future-focused strategy purely focused on skills. This trend acknowledges the skills employees possess are often more valuable than the specific roles they currently fill.
Simply put, roles are static, but skills are agile, transferable and adaptable.
Keep up!
If you're part of an organisation where roles evolve quickly, identifying and nurturing versatile skills ensures your employees can transition seamlessly into new responsibilities.
Break down silos
The approach to skill-based planning encourages cross-functional development, empowering employees to contribute beyond their immediate departments.
Promote agility
You can quickly fill critical gaps by deploying employees with the right skills, even if they don’t have direct experience in a role.
For example, a project manager with strong leadership, communication and organisational skills might transition into another critical role that they aspire to – with minimal disruption – even if they’ve never formally held that title.
3 ways to build your skills-based succession plan
Collaborate with your leadership team to understand the skills your organisation will need in 5–10 years, factoring in technological advancements, market trends and strategic goals.
Create tailored learning and development programmes to help your employees acquire the skills needed for future roles. Focus on both technical and soft skills, such as adaptability, critical thinking and emotional intelligence.
Review employees’ skills, aspirations and potential regularly, rather than focusing solely on their current roles or tenure. This ensures the most capable individuals are prepared to step into leadership positions when needed.
Ready to transform your succession strategy?
Adopting a skill-based approach is a game-changer for organisations like yours. If you’re ready to future-proof your workforce and build a dynamic succession plan, I can help.
Let’s design a strategy tailored to your organisation’s needs.
Contact me today for a free consultation and take the first step toward building a stronger, more agile leadership pipeline with 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
