Succession management is critical for growing businesses. It may seem counterintuitive, but times of crisis make having a plan and strategy in place for succession planning even more vital. As roles and responsibilities shift, how will your business develop and retain top talent to survive and thrive through uncertainty?

The first step is to identify high potential talent and create a plan to develop their skills to fill necessary roles within your company. Of course, this begs the question of how do you find those diamonds in the rough? Measuring performance simply requires monitoring goal attainment or tracking deliverables which yield quantifiable results. But does past performance on goal attainment indicate future potential? 

The question unearths a deeper problem of how to classify "potential." The answer lies in learning and development. By tracking feedback and development, employees and managers alike have a more well-rounded and strategic view of potential in employees. Continuous performance management paired with continuous development provides the complete picture needed to identify high potentials and implement clearly defined succession management practices as an essential step in your workforce planning strategy. 

Want to know more? Take a deep dive into how to build a successful succession planning strategy by watching the webinar. 

The session will cover:

• How to adapt succession management to encompass an entire workforce, rather than just executives
• Case study examples on different methods used to measure potential
• Recommendations on how to embrace continuous performance management and continuous feedback models to identify your high potential population

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