Succession planning is not an easy thing to get right; whether it be planning ahead for a retirement, bringing an outsourced function in-house, or planning for future growth.
The right graduates can play a key role in this.
One group of businesses I work with wanted to bring their Marketing work in-house, after relying on a consultant for many years.
They hired 2 Marketing graduates, who were developed by the consultant during the transition. Within 16 months they were made joint-Managers, with full responsibility for all group Marketing activities.
The business is also planning for the retirement of their long-serving Head of Human Resources. They recruited an HR graduate, with long-term succession in mind. Five years and three promotions later, she is now Group Director of People.
Neither of these outcomes happened by chance. The business saw the potential in these graduates, invested in development, and gave them the opportunity to show their talents. The outcomes were transformational.
Succession planning isn’t just about replacing people when they leave; it’s about building the next generation of leaders before you need them.
Finding and identifying that potential is not always easy, and that’s where I can help.