Succession Planning Example

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Questions & answers

Developing a Business Succession Plan Address anticipated timing. Identify one or more successor. Address the value of the business. Provide for implementation of the plan. Discuss communication with employees, customers and family. Include tax planning. Provide for contingencies.
The disadvantage of 9 boxes is they often create confusion and resentment among managers and employees. People struggle to differentiate between the two dimensions used to place people on a 9 box.
Succession Planning and Management Five-Step Process Identify Key Areas and Positions. Identify Capabilities for Key Areas and Positions. Identify Interested Employees and Assess Them Against Capabilities. Develop and Implement Succession and Knowledge Transfer Plans. Evaluate Effectiveness.
What is 9-box talent review? The 9-box talent review grid is a popular HR tool used to measure employee performance and to identify employees with leadership potential. Created by McKinsey in 1970, 9-box talent assessment was used by GE to identify key investments and to compare various business units.
The first step in succession planning is to choose positions most in need of successors. Two factors to consider when prioritizing are the positions vulnerability and criticality. 1. First, determine which positions have no identifiable successor, these positions are most vulnerable to knowledge loss.
The 9-box grid helps you determine which employees are ripe for promotion – typically those who are high performers and with high potential. Once you've identified these top performers, keep them engaged with challenges, rewards and recognition.