Weigh up the pros and cons of internal or external hiring. What do you really need for the role? Is change needed?
Consider whether you will go down the route of training courses or mentoring/shadowing.
Be honest with candidates and other leaders and get a well-rounded opinion on who the best individual would be as a successor. This can help take away the blinkers and see the situation for what it is.
If you are feeling overwhelmed with needing successors for roles, prioritise the most critical.
Be mindful, if you are working in a highly competitive industry then it might be hard to recruit and retain. Think about succession planning earlier on, this will put the ball in your court to make decisions and have a greater level of choice.
Invest time into succession planning.
Generations need to learn from each other. Find the best way to do that and your succession planning could start to fall into place more easily.
Just because you think someone might be the perfect successor, doesn’t mean they want the role. Have the conversations and check the person you are wanting to develop actually wants the opportunity.
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