According to Barton for Talent Wins, two-thirds of companies have no formal succession plan in place. Quite an alarming fact when you consider the risk associated with not identifying and growing talent for leadership and business-critical roles.
Whilst the traditional 9-box grid has previously been fundamental for supporting succession planning, is it still as relevant today? With many organisations identifying with being a meritocracy culture, how effective is the more traditional approach for both internal talent and the management teams executing the strategy?
Following one of our Think Tanks, run in partnership with SkyScanner, we share the group’s three main takeaways from the discussion.
Succession Planning – Our 3 Key Takeaways:
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