Learn quick and easy ways to improve one of your organization’s most important programs for future success. Some of these tips include listening to more than just your performance review system, using the right tools and adapting roles and providing support.

1. 8TIPS FOR
GROWING STRONG LEADERS

2. Succession
planning is one
of the main
investments an
organization
makes to secure
its future.

3. Here are 8 tips on how to do it well.

4. Ask around about
potential candidates.
Direct reports and peers
know them far better than
their bosses ever will.
Ask their opinions. Then
listen.
1. Talk to everyone.

5. 2. Invest Wisely
There are not enough training dollars to prepare everyone to be a senior leader.
Dig deep to find a group of high potentials who will get the most leadership development.
AT THE SAME TIME, HOWEVER…

6. 3. HEDGE YOUR BETS

7. No one should feel they are already chosen.
Make sure there are always options in
succession—including the option of hiring
from outside the organization.

8. 4. Use the right tools.
Take a look at succession planning software. It can make the process
more efficient.

9. 5. Gather the right data.
Remember, the right tools
only succeed with the
right data. Create
processes that gather
talent data to feed the
succession planning
software.
Our 3 top choices:
1. Use surveys.
2. Gather focus groups.
3. Assess demographics.

10. 6. Tell it like it is.
Talent reviews need to be frank conversations
about the qualities of managers, so the wrong
people don’t make it into the succession pool.

11. 7. Adapt and support
When a manager finds parts of a new job are a stretch, improve their chances of success by
adapting the role and providing support.

12. And finally…

13. 8. Be patient.
It can take many years to grow strong leaders. Don’t look for
quick fixes.
Invest for the long-term by making succession planning and
development an integral part of your organization’s culture.

14. Trees that are slow to grow
bear the best fruit.
- Moliere

15. Growing Strong Leaders
Thank you!
Want more?
Pillars of Performance: Integrating
Learning and Talent Management
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