Friday, April 25, 2014

Mentoring for Succession Planning: Recap

62% of our last webinar’s attendees reported that they used development activities to follow up with their succession planning activities.

That’s not a bad number, overall. But it could stand to be better. After all, when we’re talking about human beings and the complex ranges of their skills, capabilities, personalities, and methodologies, you can never simply substitute person A, entire, for person B, and assume that business will run as it always has.

Coaching and assignment of special projects are mainstays for development of employees director-level and above – as our recent career development survey report shows – but the same data shows that mentoring is climbing up the ranks of “most effective” career development methods for director-level and above, too.

Here’s four reasons why mentoring for succession planning works:

Mentoring Provides Successors with First-Hand Knowledge.

Job knowledge is transferred directly from the person currently holding the role, which means the mentee learns directly from someone who both knows the landscape and acts within it.

Mentoring Gives Successors Hands-On Experience. 

Knowledge transfer goes beyond the classroom, giving the mentee on-the-job experience before they ever take the role. Learning takes place by actually doing, as opposed to hearing theory.

Mentoring Gives Successors a Chance to Navigate Company Culture Beforehand.

Mentoring not only helps your mentees/successors navigate the culture or subculture they’ll be walking into in their new role – it facilitates their engagement with that new culture and role, and better prepares them to be effective at their job. It’s vitally important that successors not only understand this culture, but that they’re enthusiastic about it as they’ll be setting an example.

Mentoring Is Mentee-Driven. 

The mentee determines in what areas they need development with guidance from the mentor. This means that when the time comes for them to take over the role, they’re confident in their own ability to do so.

Want to know more about mentoring for succession planning? Read our article Mentoring Solutions for Succession Planning Problems.


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