In light of exiting leaders, succession planning has taken a much bigger strategic role in businesses today. Simultaneously, there has been a push toward growing talent pools that are mobile – individuals who are able to apply knowledge to unique and alternative situations. New methods of development can help foster a mobilized workforce – rotational programs, stretch assignments, and internal cross functional peer meetings, among others. But, integrating these new methods into already existing L&D programs can be difficult, and ensuring a clear difference between these and succession planning methods is vital to success.
Don’t miss these takeaways:
- Learn how top organizations have defined succession planning versus talent mobility
- Discover fool-proof methods to guide employees and offer opportunities to grow skills and leaders
- Find out ways to keep talent mobility and succession planning separate endeavors, and learn why the distinction is important to success