Succession Planning using the Role Criticality Process

Believing that the current economy requires creative solutions to succession challenges, Gaffney Corporate Strategies has coordinated a succession planning program with a retention process and an internal career development system. 

Succession planning is becoming a major casualty in the engagement and retention drama. Organizations need to plan even more than ever before for their future brain-power needs.

The traditional career paths of yesterday defined a point-to-point progression that targeted a select few for specific leadership positions. Career management pathing-programs generally worked because the environment was more static, jobs more stable, and employees were more loyal and connected to their organization. These conditions do not describe today's world of work. 

Volatile industries and shifting work environments are now a way of organizational life. Different generations value diverse options. The contracts between employer and employee have significantly changed.

A new contract develops when employees understand what the organization needs, the impact they make, and how their personal career aspirations fit into the overall plan. 

When companies share the corporate vision with their employees beyond plaques on the wall, internal business partners are generated who have a vested interest in the success of the organization. 

The two-way information flow allows employer and employee awareness of what is wanted and needed from each other. Mutual expectations are clear. Companies know where they need strong players, and employees are realistically aware of how they fit into the corporations' bench strength requirements. 

The corporate dialogue is ongoing. The company assesses whether or not an individual is considered a possible player. The employee decides if he or she wants to be part of the game.

The Role Criticality Process and the Talent Toggle initiative provides organizations with a succession planning program that guides a company in managing for the positions and persons needed when and where they are needed.