As a result of these forces, competition for key executives will be fierce, impacting all companies and all industries. Succession programs are becoming more feedback-rich, highly flexible, openly communicated and robust enough to accelerate the development of the next generation of leaders. The process is designed around the core capabilities of the business. The selection process remains an organizational mystery. Criteria for leadership advancement are not explicitly stated or openly discussed.
Employees take increasing responsibility for their own career development.
Managers are evaluated on their success in IDing and grooming future leaders across functions. The company has a pre set agenda of management development and training programs. A person s direct manager decides when training takes place and when and where promotions occur. Their development process is focused on learning competencies and skills necessary for business success. The essence of a good succession planning program is to match future senior management selections to where your business is going, not to where it has been.