Another practical low-cost approach is to capitalize on temporary or unexpected vacancies, using them as developmental slots for targeted leaders. Assessment of candidates is probably the most subjective part of succession planning. So we took a little advice from Confucius. So we started by developing a common language to describe specific traits of leadership. Our success factors are defined with specific examples.
Video taping the candidates' performances helps employees assess their own actions.
He hadn't said one single word. And, although probably very relevant, his comments were strictly mental notes to himself. Another candidate disputed the observation that he tended to interrupt others in discussions. He was amazed to watch a tape of himself interrupting others at least a dozen times in one short meeting. One picture, as they say, is worth a thousand words.